diversity

Managing Religious Diversity in the Library: 

Managing Religious Diversity in the Library Joseph Romain Mohamed Taher Ontario Multifaith Council for Spiritual and Religious Care, 789 Don Mills Suite 208, Toronto Ontario Canada, M3C 1T5 (416) 422-1490 www.library.omc.ca February 3, 2006 Session # 1027 9:05 am-10:20 am

About Today’s Session : 

About Today’s Session Issues and concerns regarding accommodation of faith in the library Public Services Issues Human Resources Issues We will NOT be providing you with specific solutions.

Role of OMC in Ontario : 

Role of OMC in Ontario Advocacy: Ontario Multifaith Council is one of North America's largest organizations dedicated to advocacy of spiritual care and the protection of religious rights. Advisory: The OMC’s Information Services Department maintains a large library of religious practice, as well as a network of experts from a very broad spectrum of faith groups in Ontario. OMC is the advisor to the government on religious services and spiritual care issues, standards and practices. Education: The OMC’s Information Services Department provides educational opportunities for religious and spiritual care providers in institutions which are owned and operated by the Ontario government. Assessment: Assessment of Spiritual & Religious Care policies and programs in institutions. Certification: Multifaith competence of chaplains working in Multifaith settings. Re-integration: assists ex-offenders who are released from a provincial correctional institutions to successfully re-integrate into the community.

Common Areas of Accommodation: 

Common Areas of Accommodation Dress Public Worship Space Diet Holidays Obligatory Practices Gender Issues Iconography

Role of Experts in Handling Sensitivity Issues [Samples of questions received by organizations who are NOT clients, but who need the services of our Information Service Department]: 

Role of Experts in Handling Sensitivity Issues [Samples of questions received by organizations who are NOT clients, but who need the services of our Information Service Department] What should I do if my staff refuses to work during prayer times? How should I treat a teacher who insists on wearing a sword in the classroom? How do I handle the sacred scripture of a faith group that insists on extraordinary care?

Religious Accommodation: 

Religious Accommodation Religious Accommodation is about : Respect – Treating everyone equitably Dignity – Treating others as important as self Obeying the Law – Charter of Rights, Ontario Human Rights Commission (OHRC), etc. Freedom of Religion – To observe a religious practice Freedom from Religion – freedom from religious proselytization and evangelism

Obligations : 

Obligations Why Should My Library Accommodate? Two sources of obligation The law of the land. Ontario Human Rights Code Canadian Charter of Rights and Freedoms United Nations Charter The social contract: getting along.

Issues and Concerns about religious diversity: 

Issues and Concerns about religious diversity Secular spaces: how do they relate to religious needs? Information to fulfill the need – where to find Accommodation of staff Accommodation of the users by the staff Accommodation among the users Collection – what accommodates and what does not Referral services Policies Training programs

Limits of Obligation: 

Limits of Obligation Legal: Undue Hardship This is set at a very high standard Social Contract: The rights of one end where the rights of another begin.

Scope of Obligation: 

Scope of Obligation Accommodation is reached when everyone feels respected and understood.

What this means: 

What this means Obligation You are obliged to create a welcoming environment for all patrons. Policies must aim to remove obstacles which might keep the faithful from using the library. For Example: Imposing or very large religious images No prohibitive ‘dress code’ or religious compulsion. Permission You may choose to make your public institution ‘faith friendly’ by ensuring equitable availability of: Prayer space Special collections Public information Prohibition You are obliged to prohibit offensive, ‘unwelcoming’ situations. Defamatory notices Proselytization

Specific Areas of Concern : 

Specific Areas of Concern A: Visitor/User Services B: Human Resources

A: Visitor Services : 

A: Visitor Services Barrier-free access A hostile environment? Religious or potentially offensive art, etc. This does not mean the collection is compromised, but that the environment is welcoming. If there is some reason for religious symbolism, try to accommodate the whole community, not simply the dominant faith. Does staff religious jewellery, etc., create a hostile work environment? Calendar issues Awareness of : Holy Days. Days of Week. Time of Day. Public Worship Be aware of your institution’s policy regarding public prayer. Some faith groups require a quite place to pray and will ask for or simply assume the right to pray in the library. Be aware of the issues which will arise from this situation. (Gender issues, demands from other groups, etc.)

What does this mean for library programming and community events?: 

What does this mean for library programming and community events? Be aware of any holidays. Check a multifaith calendar. (www.interfaithcalendar.com). Be aware of the day of the week: Fridays, Saturdays and Sundays have issues for ‘Abrahamic’ faith groups. Other local groups may have other issues. Some Christians observe ‘fasts’ on Wednesdays and Fridays, for example. Be aware of the time of day: Does your program extend over prayer time? Is this an issue in your community? Are you serving any food or drink? Be aware that many religious groups have dietary restrictions. These are common among Christians, Jews, Muslims, Hindus, Jains, Mormons, Rastafari, (who did I leave out?). Be aware that diet can be an issue; a rule of thumb: keep it simple. Is the program content controversial? Be sure to advertise this fact.

Visitor Services: 

Visitor Services Availability of Resources Broad representation of faith literature in collection Respectful handling of scripture Respect, not Observance in handling literature. Be aware of issues regarding scripture. Sikh Scripture Jewish Scripture

A: Visitor Services, continued: 

A: Visitor Services, continued Staff Diversity Training Awareness of religious diversity between and within faith groups In your community Statcan Local multi or inter faith groups Be aware of minority faiths in your community: Ba’hai, Wiccan, Rasta, Druid, etc. Awareness of religious proscriptions and customs Gender issues Modesty issues Eye contact, hand shaking, etc. Awareness of limits of compliance (institutional policy) What is your institution’s policy on compliance with religious observations?

The ongoing crisis of faithful and the secular: Some examples: 

The ongoing crisis of faithful and the secular: Some examples A Muslim woman has a seizure in the library. Only male staff are available to help. What to do? A Sikh man enters the library with a sword. What to do? The St. Jude library has a large cross outside the front door. A Jewish visitor complains that this makes the library unwelcoming. What to do? The staff of the American Studies Research Center suggests that the new main entrance should be scrapped because it’s placement is inauspicious and has caused financial difficulties… In all of these cases, faith groups and believers have strong positions on matters which a secular worker may see as non-issues. Are these issues of religion, mythology, superstition, etc?

B: Staff Based Issues: 

B: Staff Based Issues Human Resources Policy Review Barriers to employment Equality vs. Equity “Hostile Work Environment” vs. “Good Faith” Religious Holidays Policies At least two contra days Be aware that this will include secular workers, too Religious Obligation Allowances Paid? Unpaid? Dress Codes/Flexibility Policies requiring religious observation are not allowed. Dress Codes cannot determine religious garb, unless safety, job performance, or efficiency are at issue. Religious jewellery, headwear, etc. is protected under the law unless it negatively impacts safety, performance, or efficiency, or unless it is construed to create a hostile work environment. Here, mediation may be the best route… there are fine lines here, and we have to keep in mind our ‘social contract’ to simply ‘get along’.

B: Staff Based Issues: 

B: Staff Based Issues Staff Diversity Training Etiquette Customs, habits, non-verbal behavior Dates and observances Dietary Hostile Work Environment Jokes, Stereotypes, iconography, etc. EXPECTATIONS OF THE LIBRARY for the employee. What level of observance is policy?

Some examples of H.R. issues:: 

Some examples of H.R. issues: Allocation of Space to fulfill religious needs Time off or compensation for such needs during working hours Symbols in workplace Evangelism at work Festival and feasts days

Policies : 

Policies Public Service Welcoming, barrier free Related to rights informing policies on race, gender, orientation, etc. Human Resources Comply with H.R. Standards; info available from various sources. Not that different from standards applicable to policies regarding gender, race, sexual orientation, etc.

Collective vs. Individual Rights: 

Collective vs. Individual Rights Who does the law protect? The Ontario Human Rights Code protects individuals’ sincerely held beliefs. Faith Groups can provide sound guidance for best practice. Remember that the law protects the beliefs of the individual, not the group.

Who Knows Best?: 

Who Knows Best? I’m sorry, Mr. Salam, Tuesday is not your religious Holy Day. Our official Calendar says it is on Monday. You can have Monday off, but Not Tuesday.

Freedom From Religion?: 

Freedom From Religion? WE have a Zero Tolerance policy on weapons. Surrender the Kirpan, or we will have to escort you from the building.

Equal Opportunity?: 

Equal Opportunity? Sorry, you cannot smudge in the library prayer room. This is a non-smoking building. With a smudge of smoking sage in ... 200 x 293 pixels - 31k - jpg www.recordonline.com

The issue in Libraries: Supply and Demand of programs and events: 

The issue in Libraries: Supply and Demand of programs and events Religion Watch - Subject Index - 2001 KU libraries get grant for scholarly religious diversity material ... Religious Diversity : Human Resources / Discrimination - MTC Libraries 2004 National Diversity in Libraries Conference

Tools for Management of Religious Diversity: 

Tools for Management of Religious Diversity Multifaith Information Manual Multifaith Calendar Golden Rule Poster

Talking points: Does your policy help you to know what to do?: 

Talking points: Does your policy help you to know what to do? Does allowing prayer in your library constitute a hostile work environment, or an accommodating one? What is the difference between ‘reasonable accommodation’ and ‘undue hardship’? Is it Okay to have a Christmas party? For staff? For Visitors? If you can’t provide ‘religiously pure’ candies for all the kids in the program, should the library simply have a ‘no food’ rule? Is it Okay to tell Halloween stories which feature ‘ugly old witches’? If these questions leave you stumped, you may need a policy review.