About Us
The UK’s Muslim-Inclusive Workplace Standard – Trusted by employers committed to faith-aware, inclusive, and ethical workplace practices.
The Muslim-Inclusive Framework Standard (M-IFS) is a pioneering UK Certification Mark that recognises organisations committed to creating inclusive, respectful, and faith-aware environments for Muslim professionals. Achieving this certification signifies an employer’s dedication to equity, diversity, and employee well-being.
Our Role in Certification
Invitise Ltd, the proprietor of the M-IFS Certification Mark, does not provide the services it certifies, such as Diversity, Equity, and Inclusion (DEI) consultancy or training. Instead, it independently manages and governs the M-IFS certification process as a standard-setting body.
Who We Are
M-IFS (Muslim-Inclusive Framework Standard) is an industry-leading certification mark that recognises organisations fostering Muslim-friendly, inclusive workplaces aligned with faith-based needs, supporting Diversity, Equity, and Inclusion (DEI), Environmental, Social, and Governance (ESG), and Corporate Social Responsibility (CSR) commitments.
Our Goal: To promote workplaces where Muslims can thrive without compromising their faith.
M-IFS is administered by Invitise Ltd under a documented Quality Management System aligned with ISO 9001:2015. Certification is in progress.
‘M-IFS’ is a UK Certification Mark and initiative of Invitise Ltd. Certification Mark registration is pending with the UK Intellectual Property Office (UK IPO).
© 2025 Invitise Ltd. All rights reserved. All M-IFS content, framework documents, and branding are protected by UK copyright law.
Our Vision
To create a professional world where Muslim employees feel genuinely supported, respected, and able to thrive.
Our Mission
We champion inclusive workplace environments for Muslims through advocacy, accreditation, and education, driving meaningful cultural change within organisations.
Our Values
Integrity
Upholding the highest ethical standards
Advocacy
Actively influencing workplace inclusivity
Inclusivity
Valuing and embracing diversity
Impact
Creating measurable social and workplace change
M-IFS is committed to continuous improvement in promoting workplace inclusivity. We regularly review and update our standards and practices to ensure they meet the evolving needs of Muslim professionals and align with best practices in diversity and inclusion.
M-IFS is an initiative by Invitise Ltd, founded by industry professionals passionate about enhancing workplace inclusivity for Muslims.
Why It Matters
- 73% of Muslims in the UK feel their workplace lacks religious inclusivity.
- Only 8% of businesses provide faith-based employee support.
- Lack of inclusivity negatively impacts mental health & career progression.
Our Mission & The Business Case
At M-IFS, our mission is to help organisations harness the full potential of Muslim inclusivity. With Muslims representing 6.5% of the UK population but facing significant workplace barriers, our accreditation helps employers unlock a broader talent pool, increase productivity, boost innovation, and improve retention. Embracing Muslim inclusivity is not only ethical but strategically beneficial for organisational success.
Why We Are Solving This Problem
Despite advancements in diversity and inclusion, many workplaces lack adequate provisions for Muslim professionals, potentially leading to feelings of exclusion, decreased job satisfaction, and limited career progression.
M-IFS was developed to:
Address Workplace Gaps – Ensure Muslim employees have access to essential facilities and flexible policies aligned with their faith.
Promote Equity – Provide equal opportunities and fair treatment for Muslim professionals.
Encourage Cultural Understanding – Support workplaces in becoming more culturally aware and respectful.
Create Lasting Impact – Drive systemic change towards inclusivity in workplaces across industries.
Founder’s Story
With nearly two decades of recruitment experience, Fahim Rashid serves as the Managing Director of InvitISE Ltd. Throughout his career, Fahim observed that many Muslim professionals faced challenges in practising their faith at work, often due to limited organisational understanding. Key issues included:
• Absence of designated prayer spaces
• Inflexibility regarding Friday Jumma prayers
• Lack of accommodations during Ramadan
• Neglecting halal catering options at corporate events
• Policies that do not address the needs of Muslim employees
Recognising these challenges, Fahim established the Muslim-Inclusive Framework Standard (M-IFS) to promote ethical, sustainable hiring practices and to assist organisations in aligning with inclusive values.
Why Choose M-IFS Accreditation?
– M-IFS is administered under a Quality Management System aligned with ISO 9001:2015. Certification is in progress.
– Boosts ESG, CSR & Diversity Credentials for employers.
– Supports Muslim employees’ well-being and fosters inclusivity.
– Enhances brand reputation and talent attraction
– Public & Private Sector Recognition aligned with Equality Act 2010 & PSED.
Apply today & demonstrate your commitment to a truly inclusive workplace!
M-IFS’ is a trademark and initiative of Invitise Ltd. Certification Mark registration is pending with the UK IPO. All content is protected by copyright. Registration in progress.
Real Muslim Workplace Experiences: Why M-IFS Matters
Case Study 1: Lack of Prayer Facilities and Workplace Awareness
Name – Aisha
Job role / sector – Finance Analyst, Corporate Sector
Summary of experience
Aisha worked for a large financial firm where she struggled to find a suitable space for prayer. With no dedicated prayer area, she often had to pray in stairwells or meeting rooms, leading to discomfort and interruptions. When she raised the issue with HR, she was met with indifference. Additionally, during Ramadan, her colleagues frequently scheduled lunch meetings without considering her fasting. Feeling unsupported, Aisha eventually left for an organisation that actively provided prayer facilities and demonstrated inclusivity in workplace policies.
A “Lesson” takeaway – A lack of basic accommodations, like a designated prayer space and Ramadan considerations, can lead to disengagement and talent loss.
Case Study 2: Positive Support During Ramadan
Name – Omar
Job role / sector – IT Consultant, Public Sector
Summary of experience
Omar’s employer had a proactive diversity and inclusion policy that accommodated different faith groups. During Ramadan, his team adjusted meetings to avoid late afternoons, offered flexible working hours, and even organised an internal awareness session on fasting to help colleagues understand its significance. The company also provided a quiet space for prayer and reflection. Omar felt valued and was able to balance his faith with his professional responsibilities effectively.
A “Lesson” takeaway – Small adjustments, such as flexibility during Ramadan and awareness training, create an inclusive and supportive workplace.
Case Study 3: Discrimination Over Beard and Attire
Name – Yusuf
Job role / sector – Marketing Executive, Retail Industry
Summary of experience
Yusuf experienced workplace bias when he grew his beard as part of his religious practice. A manager made inappropriate comments about his appearance, and during a client-facing project, he was advised to “tidy up” to maintain a “professional look.” The office dress code was unclear about beards, and Yusuf felt pressured to conform to a Eurocentric standard of professionalism. After escalating his concerns, HR introduced a revised dress policy explicitly allowing religious attire, but the experience left Yusuf feeling marginalised.
A “Lesson” takeaway – Clear, inclusive policies on appearance and religious attire can prevent discrimination and create a culture of acceptance.
Case Study 4: Faith-Friendly Leadership and Career Growth
Name – Fatima Job role / sector – Senior Project Manager, Tech Industry
Summary of experience
Fatima’s organisation actively promoted diversity and inclusion. Leadership openly supported faith-based employee networks, providing mentorship opportunities and career progression support for underrepresented groups. The company’s commitment to inclusivity was reflected in its policies—time off for Eid was encouraged, business travel arrangements considered halal dietary needs, and training sessions were held on cultural awareness. Fatima thrived in this environment, eventually mentoring younger employees and championing further initiatives for Muslim staff.
A “Lesson” takeaway When leadership actively fosters an inclusive culture, Muslim employees feel empowered to succeed and contribute to organisational growth.
Compliance & Governance Notice:
M-IFS is a UK Certification Mark (registration pending) owned and governed by Invitise Ltd. It certifies workplace inclusion practices and must not be used to imply certification of services, individuals, or training programmes. All use of the M-IFS mark must comply with the official Rules of Use and licensing terms.
The term “accreditation” is used publicly to describe the certification awarded to organisations that meet the Muslim-Inclusive Framework Standard (M-IFS).
Invitise Ltd does not provide the services being certified (such as DEI consultancy or training) and maintains full impartiality in the certification process. These services are offered independently and are entirely separate from M-IFS accreditation.
It is a condition of use that the M-IFS certification mark must not be used without indicating that it is a certification mark.
The About Us section is regularly updated to reflect our ongoing commitment to promoting Muslim workplace inclusivity and diversity.