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.