Board/staff diversity
This criterion assesses whether the organization's leadership and governance structures include the Board of Trustees, its voting committees, and the Senior Management Team (SMT). The charity sets **targets (not quotas)** for representation and monitors progress. Compliance is assessed using the **composite rule**: across each leadership body (Board, voting committees, SMT), at least **2 of 3 dimensions** (gender, age-bands, optional convert-status) meet the target thresholds and **none fall below 15%**, subject to small‑n/privacy safeguards. Convert-status data is collected **only** if: (i) there is a stated purpose linked to inclusion outcomes, (ii) DPIA concludes low risk with safeguards, and (iii) n is sufficient to avoid identifiability; otherwise use proxy measures (e.g., years in Muslim community) or omit the dimension. Appointments must uphold amānah and kifā’ah (competence)—“Indeed, the best one you can hire is the strong and the trustworthy” (Q 28:26). Inclusion must not lead to token roles or compromise on merit; the Prophet ﷺ warned that when affairs are entrusted to the unfit, corruption follows (Bukhari 6496). Diverse talent is proactively developed to meet role competencies. Reflect the Prophetic teaching of equality in the Farewell Sermon—no superiority of any ethnicity except by taqwā—by monitoring ethnic representation where appropriate and lawful.
- Does the organization have a formal, board-approved policy regarding diversity and inclusion for its board and staff?
- How does the organization track and report on its diversity metrics, specifically for age, gender, and convert status?
- What is the current percentage of diversity across the specified categories (age, gender, convert status) on the board, voting committees, and in senior staff positions?
- What specific processes are in place to ensure diverse candidates are included in the recruitment and selection pools for leadership roles?
- Can you provide examples of how diverse perspectives from the board or staff have influenced key organizational decisions or strategies in the past year?
- What is the lawful basis and special category condition used for EDI data? Has a DPIA and Appropriate Policy Document been completed? What positive action measures under Equality Act ss.158–159 are used and how do you avoid quotas?
- What proportion of officer and committee‑chair roles are held by underrepresented groups? How diverse are selection panels and longlists/shortlists (provide % per campaign)?
- Provide one recent leadership recruitment case showing the **skills/competency matrix**, scoring, and how positive action was applied **without** lowering the competency bar.
- If s.159 tie‑break was used, provide the documented proof that candidates were **of equal merit** and that the action was **proportionate** and reviewed.
- How are conflicts managed in trustee/officer recruitment and committee appointments (CC29)?
- Show how competency standards are maintained alongside inclusion aims (kifā’ah).
- Board/Staff Diversity and Inclusion Policy document.
- Anonymized demographic data report for the board, committees, and senior staff, showing statistics for age, gender, and convert status.
- Minutes from board or committee meetings where diversity metrics or recruitment strategies were discussed.
- Recruitment plans, outreach materials, or job descriptions that explicitly encourage applications from diverse candidates.
- Strategic plan or annual report that highlights the organization's commitment to and achievements in diversity and inclusion.
- Board/leadership EDI & skills matrix; Nominations/HR process with positive‑action policy; Diversity of applicant pool/shortlist/appointment data; DPIA and Appropriate Policy Document; EDI privacy notice; Training records (cultural competence, bias); Published annual EDI report (with small‑n suppression).
- Trustee expenses & access policy (incl. childcare/eldercare/transport/remote access), reasonable adjustments process, attendance/participation data by body (e.g., meeting times, remote participation rate), and an anonymised ‘barriers log’ with actions taken.
- Record of Processing Activities (ROPA) covering EDI processing; evidence of Art.32 security controls (restricted access, encryption).
| Level | Rating | Description |
|---|---|---|
| 5 | 5/5 | ≥40% on at least 2 of 3 dimensions per body; none <20%; evidence of role influence; year‑on‑year improvement and published EDI report; external benchmark or award |
| 4 | 4/5 | ≥30% on ≥2 dimensions; none <15%; active role distribution; published summary |
| 3 | 3/5 | Policy in place and ≥30% met on ≥1 dimension; others 15–29%; limited influence |
| 2 | 2/5 | 15–29% on any dimension; ad‑hoc actions |
| 1 | 1/5 | <15% on all dimensions or no data |
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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