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© 2024, Muslim Employment Charter. All Rights Reserved. Design & Developed by Seven Eight Six Media Group.
You may already align with many, if not all, pillars of our Charter. By becoming a MEC signatory, you can effectively showcase your faith inclusion efforts beyond your office walls. This accreditation allows you to market your commitment to faith inclusion in a meaningful way to the external market, shining a spotlight on employers who go beyond mere rhetoric and actually demonstrate meaningful inclusion. Subsequently, potential candidates recognise you as an employer who supports the seamless harmonisation of their faith obligations with their professional aspirations, enhancing your appeal as an inclusive employer.
No. We play a much more active role with our signatory employers beyond a one-time box-ticking accreditation. Our involvement includes annual audits to ensure continuous compliance and fostering innovative approaches. Through our audits, we not only ensure compliance but also discover further ways to enhance and develop our partnership.
Our Charter was developed based on a survey of over 500 Muslims within the UK professional services market. This survey provided valuable insights into the main workplace shortfalls and identified common needs. The Charter serves as a simplified summary of these findings, highlighting the real pain points experienced by Muslim professionals in the modern workplace. Our research underscored that faith inclusion is a critical factor for Muslim professionals when assessing new roles and plays a significant role in their decision to stay with or leave their current employer.
Absolutely not. MEC does not advocate for preferential treatment but rather seeks to promote better inclusion for Muslim professionals (see below why specifically Muslim professionals).
No other faith group faces such uniform and impactful faith obligations that directly intersect with the working day like Muslims do. They must perform daily prayers (with three out of five daily prayers falling within typical office hours), perform Wudu (ablution) before each prayer, and navigate social and networking events centred around alcohol. Despite these significant challenges, Muslim professionals are often inadequately accommodated due to a real knowledge gap.
Yes, absolutely. We firmly believe in inclusion without detriment to others. Our survey revealed that Muslim professionals have no issue with others drinking; however, they expressed reluctance to attend networking events and team bonding socials held in alcohol-centric venues or with alcohol-themed activities. Our goal is not to prohibit those who wish to have a drink. Therefore, MEC signatories commit to ensuring that team-wide events avoid alcohol-centric venues (such as pubs or bars) and alcohol-themed activities (e.g., ‘team drinks’, ‘booze cruises’, etc.). This approach promotes inclusivity and consideration for all participants.
Absolutely! By becoming a MEC signatory employer, you gain a dedicated MEC Employer profile that showcases your organisation, awards/accolades, diversity data, how you meet the charter, and other MEC-relevant faith inclusion policies. Additionally, your profile includes links to 3-5 featured job openings, providing enhanced visibility and attracting top talent to your inclusive workplace.
Becoming a MEC signatory employer offers several valuable returns on investment. You will benefit from a bespoke annual workshop designed to enhance understanding and bridge knowledge gaps. Additionally, your dedicated job listings on the MEC signatory profile provide live visibility of your inclusive offerings to a growing pool of Muslim talent. This exposure enhances your branding and opens doors to more opportunities, along with branding opportunities and exposure at various MEC events.
SUBSCRIBE TO OUR NEWSLETTER
Harmonising unique faith obligations, with professional aspirations.
COMPANY
© 2024, Muslim Employment Charter. All Rights Reserved. Design & Developed by Seven Eight Six Media Group.