- ASDA need to adhere to the Equality Act 2010 and challenge
the behaviour of their managers and educate them to follow their
own policies after this case says GMB London
GMB London, the union for ASDA staff, has called on ASDA to
educate its managers to understand, follow and implement its own
policies on discrimination after a complaint of anti semitism
against a manager at the Dagenham store was upheld.
This follows ASDA’s manager making discriminatory Anti-Semitic
comments towards an ASDA worker and imposing a contract change
forcing the colleague to work on the Jewish Sabbath - Day of
Rest.
The ASDA worker who wishes to remain anonymous was questioned by
two senior store managers in ASDA Dagenham as to the reasons she
could not work Saturdays.
The matter was referred to the store manager. Unfortunately,
nothing came of the conversation with the store manager.The ASDA
worker was informed that the managers were only following company
guidance.
The member raised a grievance on the issue. The outcome to her
grievance confirmed that the allegation of ASDA management
discriminating against her based upon her religion had been
substantiated.
The grievance manager is suggesting that a mediation – (Informal
Chat) with the said managers should be undertaken. This is far
short of what it should do in line with ASDA policies.
Keith Dixon, GMB Regional Organiser said " This is another
example of ASDA’s discrimination against those working for the
business.
ASDA do have robust policies relating to discrimination and
supporting those who have disabilities. Unfortunately, ASDA need
to start to read and ensure that managers understand and follow
those policies.
They should pay heed to the details of what happened in the
Dagenham store. When this issue was raised by the managers they
were advised by the distraught member that she visits the
synagogue on a Saturday.
The response of the managers was that because she had opted out
of Sunday working and Sunday is not a religious day for her she
could work Sundays instead.
This ignores the fact that all retail workers have the option to
opt out of Sunday working under the Sunday Trading Act 1994.The
ASDA worker had opted out of Sunday working over 20 years ago.
After 20 minutes of the managers questioning the colleague upon
her religion the ASDA worker along with her GMB Representative
immediately left the meeting room and sought to speak with the
Store manager to highlight the discrimination and anti-Semitic
comments.
Unfortunately, nothing came of the conversation with the store
manager.
The ASDA worker was informed that the managers were only
following company guidance.
If a store manager believes company guidance is to allow managers
to make Anti-Semitic comments towards Jewish employees ASDA
should be ashamed of how badly it’s managers understand it’s own
policies.
GMB member raised a grievance due to the discrimination and
anti-Semitic comments.
This member has dedicated 30 years of service with ASDA. She said
in her statement to the appeal manager: " I have never felt
so upset like this in any of my jobs in 50 years of working,
especially because of my religion or my belief. I felt like I was
being victimised or discriminated against because of being Jewish
which is very upsetting"
The outcome to her grievance confirmed that the allegation of
ASDA management discriminating against her based upon her
religion has been substantiated.
The grievance manager is suggesting that a mediation – (Informal
Chat) with the said managers should be undertaken.
GMB London feel that the company need to take this matter much
more seriously as the two managers denied discrimination or
making any anti-Semitic comments. ASDA should do the right thing
and apologise for their managers discriminating and making
anti-Semitic comments towards their workforce.
The member kept her religion to herself for all the years she
worked for ASDA due to a fear of anti-Semitism, it is
unacceptable for ASDA to allow any manager to believe they can
discriminate against a worker and not be held accountable.
GMB has seen a rapid decline in the way in which ASDA colleagues
are treated. There is no consideration for a colleague’s learning
disabilities, mental health, disability, religion, or belief.
Discrimination appears to be rife within ASDA.
ASDA need to adhere to the Equality Act 2010 and start to
challenge the behaviour of their management team and educate them
to follow their own policies.
