Employers

Get clarity and guidance on how to meet the needs of your Muslim employees.

Muslim employees often feel like they're making a guilty trade-off between meeting the requirements of a demanding job whilst taking time to fulfil their religious duties. This feeling of guilt adversely impacts employee well-being, performance and retention.

Relying on Muslim employees to ask for adjustments or certain facilities isn't the answer as:

It can be intimidating, particularly for new or more introverted individuals.
They can be left feeling like they'll be perceived as problematic.
They can be left feeling like they're inconveniencing others.

Employers who partner with MEC commit to implementing our 3-part charter into their organisation. The charter collectively represents solutions to Muslim professionals' most common workplace issues.

By standardising simple workplace accommodations and policies, employers are able to create a truly inclusive environment effortlessly.

Benefits for Employers

Effortless Implementation with Ongoing Support

Many employers already meet most of the requirements of our charter. This enables you to adopt MEC without significant expense or disruption to your operations, allowing you to reap the benefits of a more engaged and productive workforce, in a highly cost-effective way. Moreover, MEC accreditation involves annual audits, ensuring ongoing compliance and opening doors to innovative approaches for optimising our partnership.

Elevate your brand’s reputation & attract top talent

By publicly supporting and actively implementing MEC, you can enhance your brand and reputation, positioning yourself as an employer of choice. Additionally, accredited employers gain a dedicated profile on our website, showcasing expertise, accolades, charter compliance, and hot job listings. This platform not only boosts visibility but also provides an immediate recruitment ROI, attracting top talent who value diversity, equity, and inclusion principles.

Unlock your workforce & Social mobility

Proactively accommodating the unique faith obligations of Muslim professionals isn’t solely about better inclusion. It also represents a strategic approach to enhancing social mobility, given that British Muslims often reside within lower socio-economic brackets. By fostering inclusivity towards the unique faith obligations of Muslim professionals, employers not only enrich their workplace environment but also actively tackle social mobility challenges head-on.

Compliance with legal requirements

The Equality Act 2010 mandates that employers must not discriminate against employees or job applicants based on their religion. Additionally, it requires that employers make reasonable accommodations for employees’ religious needs. Implementing MEC can assist in ensuring compliance with such legal obligations.

Align with your audience & stay relevant

Create a more meaningful relationship with your clients by aligning with their values. As clients become increasingly conscious of DE&I, adopting MEC can help you build stronger relationships with DE&I-conscious clients.

MEC

Partner Map

Discovery

Understand your current work environment, policies and ambitions.

Delivery

Present your bespoke implementation plan (including timelines and costs).

Commit

Make any amendments, formalise your commitment and nominate a relationship manager within your firm.

Support

We will work with you throughout your journey, offering our expertise and network of resources to help you fulfil your implementation plan.

Review

Summary review before formally signing off and becoming a MEC accredited employer.

Ongoing

We continue to act as a key point of contact, providing continuous learning opportunities, promoting collaboration at MEC events, and conducting bi-annual staff surveys to monitor progress and identify opportunities for further enhancement.