Ramadan Observance Support
Evaluates the organization's embodiment of Raḥmah (mercy) by actively supporting fasting stakeholders, including staff, volunteers, and service users. This fosters a compassionate environment, sustains well-being and operational effectiveness, and upholds the spiritual objectives of Ṣawm (fasting) while safeguarding health, safety, and inclusion through reasonable adjustments and risk controls. Rooted in the principle of Rafʿ al-Ḥaraj (removal of hardship) and the Maqāṣid (objectives) of preserving both faith and life, this approach ensures religious devotion does not cause undue physical burden.
| Metric | Ramadan Observance Support |
|---|---|
| Target | Requests responded <5 days (≥95%); Adjustments implemented (≥95%); Satisfaction (≥80/100); Incidents (0) |
| Frequency | Pre-, mid-, and post‑Ramadan; annual trend |
| Method | Policy in place; response time to requests; implementation rate; satisfaction score; incident/near‑miss count; Eid leave fulfillment |
| Unit | % / count / score |
Level 1: Initial/Ad-hoc
Support for fasting stakeholders is informal, inconsistent, and dependent on individual manager discretion. There are no official policies or communications regarding Ramadan observance.
Level 2: Developing
Basic policy and request process exist; adjustments are case-by-case (breaks/shift swaps) and primarily compliance-driven. Support is reactive.
Level 3: Established
The organization proactively provides comprehensive support, including risk/EIA for fasting stakeholders, flexible arrangements (remote/adjusted hours), workload guidance for managers, and designated quiet/prayer spaces for staff, volunteers and service users where feasible.
Level 4: Advanced
Ramadan support is integrated into the organizational culture and well-being strategy. The organization systematically collects feedback from fasting stakeholders to refine its policies and practices, ensuring they are effective and inclusive.
Level 5: Optimizing
The organization is recognized as a leader in supporting its stakeholders during Ramadan. It uses data analytics to anticipate needs, innovates its support mechanisms, and shares its best practices. Support is seen as a key driver of engagement, well-being, and operational excellence.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Formal HR policies, anti-detriment statements, and dedicated rest spaces are disproportionate for volunteer-led groups with 0-2 staff and limited or no premises. |
| Small | partial | Formal HR policies can be scaled down to simple written guidelines; dedicated quiet spaces and ablution access depend heavily on premises availability. |
| Medium | full | |
| Large | full | |
| Major | full |
Applicable When
- The organization has staff, volunteers, contractors, or service users who observe fasting during Ramadan
- The organization operates during Ramadan
Not Applicable When
- The organization has no staff, volunteers, or service users
- The organization does not operate during Ramadan
Related Criteria
Discussion (1)
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