Succession plan identifies young leaders
This criterion assesses whether the organization has developed a formal succession plan that specifically identifies individuals under 35 years of age for future leadership roles. It evaluates the organization's commitment to generational renewal, leadership continuity, and intentional development of young talent. The under‑35 focus is implemented as Equality Act 2010 positive action to address age under‑representation; it does not confer automatic preference at appointment. All appointments remain merit‑based (qawiyy & amīn) and within the charity’s governing document and trustee recruitment rules. Covers trustees (including chair), CEO/senior leadership, and heads of key functions.
Boards should consult across generations in leadership selection and vision.
Adopting structured succession to realize Sharī‘ah objectives.
Ensuring continuity and renewal serves the community’s long‑term benefit.
Blocking the means to harm; implementing emergency succession drills and dual controls to prevent governance failure.
Istikhlāf
The Islamic concept of vicegerency or stewardship, where humanity holds the responsibility to govern and oversee life on Earth in accordance with God's guidance.
Tarbiya
The holistic nurturing and development of an individual's character, intellect, and skills. This concept directly supports the criterion's focus on the 'intentional development of young talent' as a core responsibility of the organization.
Tajdīd
The concept of renewal. Integrating young leaders into the succession plan is a practical application of Tajdīd at an organizational level, ensuring the infusion of new ideas, energy, and relevance to prevent stagnation and fulfill the trust (Amānah) of long-term sustainability.
Related Criteria
Discussion (1)
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