Accreditation
What is M-IFS Accreditation?
The Muslim-Inclusive Framework Standard (M-IFS) is a structured accreditation that helps organisations demonstrate their commitment to Muslim inclusivity in the workplace. It provides a clear framework, ensuring policies and workplace practices align with inclusivity, faith-based accommodation, and ethical diversity standards.
The M-IFS certification assesses your organisation’s workplace policies, inclusion practices, and leadership commitment against a structured criteria framework. It follows impartial internal assessment and is aligned with ISO 9001:2015 Quality Management System principles. Certification Mark registration is pending with the UK IPO.
M-IFS operates under a Quality Management System aligned with ISO 9001:2015. Certification is currently in progress.
Important Clarification:
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 follow the Rules of Use and licensing terms.
The accreditation process evaluates organisational policies and practices related to Muslim inclusivity. M-IFS does not provide the services it certifies, such as DEI consultancy or training. These services are offered independently and are separate from the M-IFS accreditation process.
The term “accreditation” refers to the certification awarded under the Muslim-Inclusive Framework Standard (M-IFS).
All assessments are carried out internally using a structured, criteria-based framework to ensure impartiality and consistency.
Why M-IFS is Essential
Population Insights
UK Muslim Population (2024): Estimated at 7-8% (6.5% in England & Wales in 2021 – Office for National Statistics).
London: 15% Muslim population (2021 – Office for National Statistics).
Birmingham: Over 29.9% (2021 – Office for National Statistics).
Manchester: 22.3% (2021 – Office for National Statistics).
Bradford: 30.5% (2021 – Office for National Statistics).
These statistics highlight the significant presence of Muslim professionals across major UK cities, underscoring the need for inclusive workplace practices that cater to religious diversity.
Impact of Religious Inclusivity in the Workplace
Research from the Institute for the Impact of Faith in Life (IIFL) shows that 77% of religious employees in the UK report higher job satisfaction and trust among colleagues. Implementing religious inclusivity not only supports the moral and ethical frameworks of organisations but also leads to higher employee engagement and retention.
Sources
• UK Muslim Population (2021 Census) – Office for National Statistics (ONS): ons.gov.uk
• London Muslim Population – ONS Census 2021: 15.0% (source)
• Birmingham Muslim Population – ONS Census 2021: 29.9% (source)
• Manchester Muslim Population – ONS Census 2021: 22.3% (source)
• Bradford Muslim Population – ONS Census 2021: 30.5% (source)
• Impact of Religious Inclusivity in the Workplace – Institute for the Impact of Faith in Life (IIFL): iifl.org.uk
Why Choose M-IFS Accreditation?
Setting the standard for inclusive workplaces – one employer at a time.
→ [Read more]
M-IFS’ is a trademark and initiative of Invitise Ltd. Certification Mark registration is pending with the UK Intellectual Property Office (UK IPO). All M-IFS content, framework documents, and branding are protected by copyright.
Accreditation Levels & Criteria
M-IFS offers five accreditation levels, each reflecting an organisation’s commitment to workplace inclusivity. The higher the level, the greater the commitment and supporting evidence required.
| Criteria | Standard | Bronze | Silver | Gold | Platinum | Evidence Required |
|---|---|---|---|---|---|---|
| Prayer Accommodations | ||||||
| Private prayer space | ✓ | ✓ | ✓ | ✓ | ✓ | Documented policy, clear images of facilities |
| Bathroom facilities to conduct Wudu | ✓ | ✓ | ✓ | ✓ | ✓ | Clear photos, documented maintenance schedule |
| Flexible working for Friday Jumma prayers (Extended lunch break on Fridays) | ✓ | ✓ | ✓ | ✓ | ✓ | HR policy or manager guidance confirming flexible break allowance; employee feedback optional. |
| Daily prayer breaks (with flexible time management) | ✓ | ✓ | ✓ | ✓ | ✓ | Written policy referencing daily prayer times, including flexibility during winter; employee feedback or usage confirmation. |
| Private, well-maintained prayer rooms | ✓ | ✓ | Documented policy, clear images of facilities | |||
| Ramadan Provisions | ||||||
| Basic understanding of Ramadan requirements | ✓ | ✓ | ✓ | ✓ | ✓ | Internal guidance or employee handbook |
| Ramadan flexibility (Iftar/Sehri breaks) | ✓ | ✓ | ✓ | ✓ | ✓ | Ramadan work schedule policy, rota examples or shift adjustments; internal communications. |
| Flexible working during Ramadan | ✓ | ✓ | ✓ | HR policy document and/or internal communication confirming flexible hours | ||
| Ramadan and I’tikaf time off | ✓ | ✓ | HR/Leave policy documentation clearly outlining leave provision | |||
| Individual Custom solutions for Ramadan, Iftar, Sehri, and I’tikaf | ✓ | Custom plans, HR policy | ||||
| Leave Policies | ||||||
| Policy for religious festival leave for Eid(s) | ✓ | ✓ | ✓ | ✓ | ✓ | HR policies, documented communications |
| Leave policies for I’tikaf, Umrah, Hajj, and religious festivals | ✓ | ✓ | ✓ | ✓ | HR or Leave policy documentation clearly outlining leave provision | |
| Dietary Considerations | ||||||
| Halal catering consideration at events | ✓ | ✓ | ✓ | ✓ | Menu samples, food sourcing documentation, optional employee feedback or event photos. | |
| Full halal catering policies | ✓ | ✓ | Menu samples, food sourcing documentation | |||
| Inclusivity in Events & Workplace | ||||||
| Social Event Accommodation (incl. alcohol opt-outs) | ✓ | ✓ | ✓ | ✓ | HR policy on inclusivity | |
| Eid Celebration Policy: If other religious events (e.g., Diwali) are recognised, Eid is to be too. | ✓ | ✓ | ✓ | ✓ | HR policies, documented communications, images of events. | |
| Inclusive dress code policy | ✓ | ✓ | ✓ | Dress code policy, testimonials | ||
| Muslim-friendly, same-gender room accommodation for business travel | ✓ | ✓ | ✓ | Documented travel policies, booking confirmation examples | ||
| Inclusivity in all corporate events | ✓ | ✓ | Event agendas, photos, internal newsletters | |||
| Provisions for private room travel accommodation | ✓ | ✓ | Documented travel policies, booking confirmation examples | |||
| Behavioural Inclusion Frameworks (Large & Enterprise orgs only) | ✓ | Behavioural expectations or policies promoting respectful conduct around faith | ||||
| Leadership & Organisational Commitment | ||||||
| Inclusive workplace policy | ✓ | ✓ | ✓ | ✓ | DEI policy with religious accommodation included | |
| Leadership training on inclusivity | ✓ | ✓ | ✓ | ✓ | Training programme details | |
| Inclusion Index / Staff Survey Tools | ✓ | ✓ | ✓ | ✓ | Survey results or dashboards on Muslim staff experience | |
| Promotion & Pay Equity Audits (Large & Enterprise orgs only) | ✓ | ✓ | ✓ | Internal audits by faith; pay and progression equity checks | ||
| Inclusion of Muslim employees in policy development | ✓ | ✓ | Meeting records, policies | |||
| Supporting Muslim Identity & Visibility (Large & Enterprise orgs only) | ✓ | ✓ | Internal targets, action plans or DEI strategy to improve Muslim visibility in leadership roles | |||
| External Benchmarking / Awards Participation | ✓ | ✓ | Participation in recognised DEI awards or benchmarking schemes | |||
| Tracking DEI Inclusion Progress Over Time | ✓ | Year-on-year inclusion trends using internal or external tools | ||||
| Inclusive Recruitment Methods | ✓ | Blind shortlisting, inclusive job ads, diverse interview panels | ||||
| Inclusion in Procurement / Supply Chains (Large & Enterprise orgs only) | ✓ | Supplier forms or policies reflecting inclusion expectations | ||||
| Annual assessment and feedback cycle | ✓ | Review reports, employee feedback | ||||
| Muslim Employee Network: A company-supported group for Muslim employees. | ✓ | Membership records, meeting invites, event summaries | ||||
| Awareness Events: Talks on Muslim practices (e.g., Ramadan, Hajj). | ✓ | Event agendas, photos, internal newsletters | ||||
| Non-Assessed | ||||||
| Board-Level Muslim Representation Targets | Non-Assessed | Leadership-level targets to improve Muslim representation | ||||
| M-IFS Line Manager Training Toolkit | Non-Assessed | Template pack to support line manager inclusivity (optional use) | ||||
Note: 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 follow the Rules of Use and licensing terms.. The term “accreditation” is used publicly to describe the certification awarded under this framework.
The M-IFS accreditation framework is regularly reviewed and updated to reflect evolving best practices in workplace inclusivity. This ensures that our standards remain relevant and supportive of organisations striving for excellence in diversity and inclusion.
Accreditation Levels:
M-IFS Standard
Meets the fundamental criteria for workplace inclusivity.
M-IFS Bronze
Expands on Standard with additional inclusivity measures.
M-IFS Silver
Demonstrates enhanced workplace accommodations.
M-IFS Gold
Recognised for strong inclusivity initiatives and policies.
M-IFS Platinum
The highest level, showcasing leadership in Muslim-inclusive best practices.
M-IFS bridges this gap by setting standards for inclusivity and well-being
Note: 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 follow the Rules of Use and licensing terms. The term “accreditation” is used publicly to describe the certification awarded under this framework.
The M-IFS accreditation framework is regularly reviewed and updated to reflect evolving best practices in workplace inclusivity. This ensures that our standards remain relevant and supportive of organisations striving for excellence in diversity and inclusion.
Ready to demonstrate your commitment to inclusivity? Apply Now for M-IFS accreditation and join a community dedicated to fostering diverse and supportive workplaces.
Benefits Case
Creating an inclusive environment for Muslim employees is more than ethical—it delivers tangible business advantages. Here’s why organisations should adopt M-IFS:
1. Attract and Retain Diverse Talent
Muslims represent 6.5% of the UK population, yet only 51.4% are employed compared to 70.9% of the general population. Organisations visibly committed to Muslim inclusivity attract skilled talent and significantly boost employee retention, with Muslim employees twice as likely to stay when religious accommodations are made (ONS, 2021; Muslim Census, 2021).
2. Enhance Productivity and Engagement
Inclusive workplaces increase employee engagement, reduce absenteeism, and improve productivity. Organisations with high inclusion scores report fewer days of absenteeism and greater employee motivation, directly impacting performance and business outcomes (Catalyst, 2021).
3. Drive Innovation and Market Growth
Inclusive leadership boosts innovation, with diverse management teams generating up to 19% more revenue from innovative products and services. By embracing faith diversity, organisations unlock fresh perspectives, enhance decision-making, and improve competitiveness (Boston Consulting Group, 2021).
4. Strengthen Brand Reputation and Financial Performance
Companies excelling in diversity and inclusion see a 36% greater likelihood of financial outperformance. Becoming recognised as a Muslim-inclusive employer enhances brand reputation, market reach, and profitability, appealing to both diverse consumers and socially-conscious investors (McKinsey, 2021).
Key Recommendations for Employers:
Anonymous Recruitment Processes
Prevent bias and improve fair hiring
Cultural Competency Training
Educate staff about Muslim practices and reduce workplace discrimination.
Flexible Religious Accommodation
.
Support prayer, Ramadan practices, and religious holidays.
Leadership Pathways
Foster Muslim talent into senior roles to boost representation.
Sources:
Office for National Statistics (ONS), Census 2021
Muslim Census Survey, 2021
Catalyst Report, 2021
Boston Consulting Group (BCG), Innovation & Diversity, 2021
McKinsey Diversity & Inclusion Study, 2021
By adopting M-IFS, your organisation demonstrates leadership in inclusivity, unlocking business potential and fostering a thriving, innovative workplace.
Application Process & Required Evidence
Accreditation is evidence-based, meaning organisations must provide supporting documentation for their selected level.
Application Steps:
Step 1: Review Checklist
Begin by reviewing our comprehensive Evidence Checklist to understand the documentation required for your desired accreditation level. Download Evidence Checklist
Step 2: Choose Level
Choose from Standard, Bronze, Silver, Gold, or Platinum
Step 3: Complete Application
Submit details about your inclusivity initiatives
Step 4: Upload Evidence
Upload supporting documentation (policies, photos, testimonials, reports)
Step 5: Assessment
Our team evaluates the submission
Step 6: Receive Certificate
Valid for 1 year with a renewal option
M-IFS is a UK Certification Mark (application pending) and must always be used as such. Organisations cannot use the M-IFS logo without formal accreditation and proper mark usage in accordance with the Rules of Use.
M-IFS is governed under a Quality Management System aligned with ISO 9001:2015 principles, ensuring impartiality, consistency, and continuous improvement.
Important FAQs
What is M-IFS and who is it for?
M-IFS (Muslim-Inclusive Framework Standard) is a UK-based accreditation for any organisation seeking to demonstrate credible, meaningful inclusion of Muslim staff. It is suitable for private, public, and third-sector organisations — regardless of whether they currently employ Muslims.
Do we need to currently employ Muslim staff?
M-IFS (Muslim-Inclusive Framework Standard) is a UK-based accreditation for any organisation seeking to demonstrate credible, meaningful inclusion of Muslim staff. It is suitable for private, public, and third-sector organisations — regardless of whether they currently employ Muslims.
Do we need to currently employ Muslim staff?
No. M-IFS assesses your organisation’s readiness for inclusion. If you don’t have Muslim employees yet but your policies, spaces, and training are in place, you are eligible. You’ll be asked to submit evidence of preparedness, such as policies, guidance, or mock provisions.
What if we’re a remote or hybrid company?
That’s absolutely fine. M-IFS can be applied in any setting. We assess how inclusion is supported in your structure — including flexibility for prayer, digital inclusion, awareness materials, and remote-first adjustments. Inclusion isn’t limited to office environments.
What if our staff work at client sites?
ou’re still eligible. If you place workers on external client sites (e.g. consultants, contractors, recruiters), we assess:
• Your own internal provisions
• Your onboarding and staff support
• Any advocacy efforts with clients
You won’t be penalised for not controlling external spaces — but you must show internal readiness and staff advocacy.
How is M-IFS different from other DEI accreditations?
M-IFS is evidence-based and accountability-led. Each submission is assessed with:
• 3 types of evidence per item (policy, photo, employee validation)
• Optional spot checks, anonymous staff surveys, and reassessment
• A focus on lived inclusion, not just policy language
This avoids “tick-box” DEI culture and raises the standard for meaningful inclusion.
What is the application process and how long does it take?
You need to:
1. Download the Evidence Checklist
2. Submit your online application and evidence
3. Receive a response within 14–21 days (sooner for Standard level)
4. Get your results, certificate, and listing if successful
Most applications are processed within 2–3 weeks, depending on volume and level.
How much evidence is needed per item?
Each checklist item requires:
• 📸 A photo or visual (e.g. facility image, screenshot)
• 📄 A document or policy (e.g. HR policy, handbook)
• 👥 Employee validation (e.g. usage data, feedback, survey)
So for 6 items, you’d typically upload 18 files. This applies to all levels — including Standard.
Do we need to meet every item in the criteria table?
No. You only need to meet the specific criteria for your chosen level (e.g. Standard, Bronze, Silver). Each level has a different set of required items — all clearly listed in the Evidence Checklist.
What if we don’t pass?
You’ll receive a compliance advisory report detailing what’s missing. You’ll have 30 days to resubmit at no extra cost. We are supportive, not punitive — the process is designed to help you improve.
Can we reapply or upgrade later?
Yes. You can:
• Reapply after a failed attempt (within 30 days)
• Upgrade to a higher level anytime by submitting additional evidence
• Request support to help improve your submission
What if our policies are still in draft?
You may still apply. We accept:
• Draft documents with evidence of approval
• Rollout plans or timelines
• Email or meeting records showing leadership intent
We may issue provisional certification or pause your application until policies are finalised.
Can we still apply if our Muslim staff haven’t used the facilities yet?
Yes. Usage is not required — access and awareness are. If you can show staff are informed and that facilities are available and accessible, you can still pass. This includes new setups or remote teams.
Will you really check what we submit?
Yes. For integrity, we may:
• Conduct anonymous staff surveys
• Request additional clarification
• Carry out spot checks or video walkthroughs (especially at higher levels)
This ensures M-IFS remains credible and protects all certified organisations.
Is our data safe?
Yes. Your submissions are handled under UK GDPR, and we follow ISO-aligned data practices. Documents can be redacted or watermarked, and only M-IFS assessors will access them.
What happens if we breach after certification?
We take this seriously. M-IFS reserves the right to:
• Issue compliance warnings
• Suspend or revoke certification
• Remove organisations from the public register
This ensures the mark remains trusted and meaningful.
How long does certification last?
Each accreditation is valid for 2 years. After this, you’ll be invited to resubmit your evidence to maintain certification. You may also be re-evaluated earlier if a serious complaint arises.
Download the M-IFS Evidence Checklist
To help you prepare for your application, we’ve created a detailed evidence checklist that breaks down every requirement by accreditation level.
This checklist outlines:
• 📋 The specific criteria you’ll need to meet
• 📎 What types of evidence are required (policy, photo, staff validation)
• 🔍 How many items are needed per section
• ✅ What’s expected at each level (Standard to Platinum)
✅ Tip: Every item must be supported by at least one photo/visual, one document/policy, and one form of employee validation — no tick-box shortcuts.
Certification under M-IFS is evidence-based. Applicants must meet all core criteria and provide valid documentation
🔗 [Download the Evidence Checklist (PDF]
Note on Optional Resources:
Some organisations may choose to purchase internal support tools such as the M-IFS Line Manager Toolkit or Board-Level Inclusion Guidance. These resources are not assessed and do not require evidence submission. They are optional implementation aids.
Need support? Contact us
Evidence Required
HR & Workplace Policies
(clearly documenting prayer accommodations, Ramadan working adjustments, leave policies including religious holidays, Eid celebrations, dietary provisions, travel accommodations, and inclusive dress policies).
Visual Evidence
(photographs or video tours of dedicated prayer rooms, Wudu facilities, inclusive signage, and designated private spaces).
Employee Feedback & Surveys
(survey results or employee testimonials confirming effective implementation and positive impact of inclusive policies, including lived experiences and perceptions of inclusivity within the workplace).
Internal Communications
(examples of communications promoting awareness events or internal networks, such as Ramadan awareness sessions, Eid celebrations, or Muslim Employee Networks).
Leadership Commitment Statements
(official statements or evidence from senior management clearly indicating organisational commitment to Muslim inclusivity and related initiatives).
Accreditation Fees & Pricing
At M-IFS, we offer fair and scalable pricing tailored to your organisation’s size and accreditation level.
Whether you’re a micro business or a multi-site enterprise, we ensure the cost reflects the level of detail, support, and value you receive.
To maintain flexibility and provide tailored guidance, we do not display full pricing publicly.
How to Access Our Full Pricing Guide:
You can request our comprehensive pricing brochure, which includes:
• Accreditation levels and fees
• Organisation size tiers
• Optional support packages
• Add-ons, reassessment policy, and more
Request the Pricing Brochure:
Please fill out our short contact form and we’ll send the brochure directly to your inbox.
Or email us at consult@m-ifs.org.uk with your enquiry.
Reassessment Policy
All M-IFS accreditations are valid for 12 months.
Organisations are required to undergo reassessment annually to retain their accreditation level. This ensures standards are maintained and improvements are tracked.
• One free reassessment is allowed within 3 months of the initial outcome if requirements were not met.
• After 3 months, reassessments will incur a fee.
• Higher accreditation levels (Silver, Gold, Platinum) may require a more detailed reassessment process depending on organisational changes or site expansion.
For multi-year commitments, discounted reassessment packages are available.