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.
| Metric | Board/staff diversity |
|---|---|
| Target | ≥30% (Composite Rule) |
| Frequency | Quarterly to Board (dashboard) + Annual public snapshot + Pre‑recruitment checkpoint |
| Method | Calculate per dimension and per body: (1) Board of Trustees, (2) each voting committee, (3) SMT. Report: (a) per body where n≥10, (b) otherwise combine committees into a single ‘Voting Committees (aggregate)’ category and apply small‑n suppression. |
| Unit | Percentage |
Level 1: Initial/Ad-hoc
<15% representation on all target dimensions and bodies, or no data collected; no policy.
Level 2: Developing
Some efforts; at least one dimension at 15–29% but none reach 30%; no formal targets or reporting.
Level 3: Established
Policy approved; at least one dimension at ≥30% on either Board or SMT; others 15–29%; initial reporting started.
Level 4: Advanced
At least two dimensions at ≥30% on both Board and SMT; none below 15%; role influence evidenced; annual report to board and public summary.
Level 5: Optimizing
≥40% on ≥2 dimensions across Board and SMT; none <20%; demonstrable impact on decisions (case studies); external benchmarking or recognition (e.g., sector award or independent review); year‑on‑year improvement for 2+ years.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Formal targets and anonymized demographic reporting are disproportionate and impractical for tiny volunteer boards. |
| Small | optional | Informal diversity efforts are encouraged, but formal targets and data reports are disproportionate. |
| Medium | partial | Should have a diversity policy and inclusive recruitment, but formal targets and complex reporting can be scaled down. |
| Large | full | |
| Major | full |
Applicable When
- Organization has a board, committee, or other leadership/governance body
- Organization has staff
Not Applicable When
- The organization is operated by a single individual and has no formal governance body, committees, or staff.
- The organization has a total of three or fewer individuals across all leadership, governance, and staff roles combined, making percentage-based diversity metrics impractical (apply Small-n rule instead).
- The organization's legally binding charter or founding documents mandate a leadership structure composed exclusively of a single demographic to fulfill a specific, niche religious or community mission (e.g., a council of senior scholars, a women's-only advisory board).
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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