EDI strategy & demographic monitoring
Measures the practical application of ʿAdl (justice), Musāwāt (equality), and Iḥsān (excellence) through a documented EDI strategy and lawful, voluntary, anonymised monitoring of representation, access, experience, and outcomes. Rooted in the Maqāṣid al-Sharīʿah (objectives of Islamic law), this approach upholds Karāmah (human dignity) and ensures equitable care for the diverse Ummah (community). Regular analysis with EqIAs and board review drives corrective action, closes equity gaps, builds trust, and improves service equity.
| Metric | EDI Composite Index |
|---|---|
| Target | Index score > 80% |
| Frequency | Annual |
| Method | Calculate average of: 1) % Demographic data completion (target ≥70%); 2) % EqIAs completed for in-scope changes (target 100%); 3) % EDI action plan milestones delivered; 4) Binary score for evidence of gap closure. |
| Unit | Percentage/Index |
Level 1: Initial/Ad-hoc
No formal EDI strategy or demographic monitoring exists. Actions are reactive and inconsistent, based on individual initiative rather than organisational policy.
Level 2: Developing
A basic commitment to EDI is stated, but not yet formalised in a strategy. Some informal or ad-hoc demographic data may be collected for specific projects, but it is not systematic.
Level 3: Established
A formal EDI strategy or policy is documented and approved. Systematic processes for collecting demographic data (e.g., for staff, volunteers, beneficiaries) are established, with clear privacy and data protection protocols.
Level 4: Advanced
The EDI strategy is actively implemented and its performance is monitored. Demographic data is regularly analysed to identify trends and disparities. Measurable actions are taken to close identified gaps, and reasonable adjustments are tracked and delivered.
Level 5: Optimizing
EDI is deeply embedded in the organisational culture and strategic planning. Demographic insights proactively drive continuous improvement and innovation. The organisation is a recognised leader in equitable practice, sharing learning and demonstrating evidence of closed equity gaps.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Disproportionate for volunteer-run groups; formal SMT governance, DPIAs, and demographic monitoring are not applicable due to lack of staff and privacy risks (inability to anonymise). |
| Small | partial | Basic EDI policy or commitment statement recommended, but exempt from SMT leads, formal DPIAs, and demographic monitoring due to small team size. |
| Medium | partial | Requires a documented EDI policy and trustee sponsor, but formal DPIAs and quarterly SMT reviews for demographic monitoring can be scaled down to match operational capacity. |
| Large | full | |
| Major | full |
Applicable When
- Organization has staff, volunteers, or serves beneficiaries
- Organization aims to uphold Islamic principles of justice and fairness
Not Applicable When
- Organization has no staff, volunteers, or beneficiaries (highly unlikely)
- Organization operates with a sole purpose that is temporary and is unlikely to evolve or hire staff (e.g. a once-off event)
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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