Food

[ch 5: pages 41-42]

Another aspect of inclusiveness at work is around food. Some religions and beliefs have specific dietary requirements and, where the workplace has a canteen, the union could try to ensure that these are catered for where required.

A Labour Research Department survey of unionised workplaces in 2015 found that 38% of those with canteens catered for particular religious or cultural requirements — such as beef or pork-free meals — on a daily basis. This was a little higher than the position in 2010, when 33% did so.

Nestlé UK’s canteen, for example, provides both vegetarian meals and meals catering to religious and cultural requirements. And pilots’ union BALPA has ensured that a selection of meals is available for operating crews in a number of airline companies.

The EHRC Employment statutory code of practice also advises employers to be open and flexible if:

• workers with particular dietary requirements need to bring food into the workplace and need to store and heat it separately from other food;

• they employ staff whose religions require them to undergo extended periods of fasting. It says employers could consider how they can support them through the fasting period, but need to ensure that, in doing so, they do not place unreasonable extra burdens on other workers.