Working With Muslims
Public Sector Series

Civil Service &
Local Gov Guide

From Whitehall Policy to Frontline Council Services.
Building an inclusive culture in government.

🏛️ Whitewall Culture ⏱️ Flexible Working 🧘 Quiet Rooms 🔐 Vetting & SC

The Government Context

The Civil Service aspires to be the UK's most inclusive employer. Yet, "Whitehall Culture" can still feel alien to Muslim entrants. The challenge is moving from "Equality Statements" to "Cultural Reality".

1. The "Whitehall" Culture

Networking often dictates career progression (The "Fast Stream"). Historically, this happened in the pub.

🗳️

Policy Impact Auditor

Screen your Green Papers/SOPs for Indirect Discrimination risks automatically.

→

The Alcohol Barrier

In Westminster, huge amounts of informal business happens in pubs around Parliament. Muslim staff miss out on this "Soft Intel".

  • The Nuance: It's not just *drinking*. Many strict Muslims will not sit at a table occupied by alcohol bottles. Buying a "round" (even if just cokes) can be problematic if it involves buying alcohol for others (Buying Haram is Haram).
  • Action: Consciously organise coffee / lunch networking. If you take the team to the pub, ensure it's a "Gastro" place (food focus), not a vertical drinking establishment.

2. Flexible Working (RoW)

The Civil Service is famously good at flexi-time. Use it strategically.

  • Friday Jummah: Allow staff to take a "Long Lunch" (12:30 - 14:30) on Fridays and make up the hours. Tip: Block this out in team outlook calendars so nobody books a 1pm meeting.
  • Winter Hours: Sunset can be 4pm. Allow staff to work 8am-4pm to get home for Iftar/Prayer, rather than forcing a strict 9-5 which traps them in the office during Maghrib.

3. "Quiet Rooms" vs Prayer Rooms

Most Gov buildings now have "Multi-Faith Quiet Rooms". These are often flashpoints.

  • Conflict: A Muslim praying involves movement (standing, bowing, prostrating) and whispering. A colleague meditating wants absolute stillness and silence.
  • Etiquette: Put up a simple sign: "This room is for all. Please respect silent prayer and spoken prayer." Ideally, partition the room with a simple screen.
  • Wudu (Washing): Do not ignore the wet floor issue in the toilets. It is a slip hazard and causes resentment. Fix: Install "WuduMate" units during any building refit. It is a Capital Expenditure that saves Opex (cleaning/complaints).

4. Vetting & Security Clearance (SC/DV)

Muslim staff disproportionately fail or withdraw from SC/DV vetting due to anxiety, not risk.

The "Self-Selection" Fail

Many Muslims assume "I have family in Pakistan/Syria" = "Automatic Fail", so they don't apply for Senior Roles. This hurts diversity in the SCS (Senior Civil Service).

  • The Fear: "If I tell them I donate to a Syrian charity, will I be labelled a security risk?"
  • The Reality: UKSV (Vetting) wants Honesty. Donating to Islamic Relief is fine. Hiding it because you *think* it looks bad is a blackmail risk. That gets you failed.
  • Manager Role: Reassure staff. "Vetting is about integrity, not theology. Be 100% open about family abroad and travel. Hiding it causes the fail."

5. Inclusive Policy Making

When writing Green Papers or SOPs, apply the "Muslim Lens" early to avoid embarrassment later.

  • Example: A subsidy for "Pubs and Clubs" excludes Muslim businesses. A "Child Benefit" cap might disproportionately affect larger Muslim families.
  • The Fix: Use the PSED (Public Sector Equality Duty) strictly. Consult NAMP or the Civil Service Muslim Network (CSMN) *before* publication.