HOME

SUBSCRIBE TO ZIMNOTES

• NEWS

12 QUESTIONS BOARD MEMBERS SHOULD ASK TO FOSTER DIVERSITY

A WORD ABOUT DIVERSIFYING YOUR BOARD OF DIRECTORS

Nonprofit boards have traditionally had a difficult time achieving inclusivity. Even when boards appoint a member, of a previously not represented group, it is a challenge to welcome and integrate him or her into the workings of the group. 

A 2012 Canadian study found that in addition to saying and making all the right moves, boards need to think about social inclusion, which is “characterized by the participation of members of diverse groups in the interpersonal dynamics and cultural fabric of the board based on meaningful relational connections.” Is real friendship extended?  Here are 12 other questions you can ask to create better inclusivity.

STRUCTURAL

1. Is diversity articulated in your strategic plan and other board documents? Is there a well-researched business case in place for diversity?
2. Are there clear anti-discrimination policies in place?
3. When analyzing board diversity, what are the measures?  Your nonprofit’s client and memberships numbers? The general population data in your community? A maximum 70% of board members of the same nationality/ethnicity?
4. Are the specific targets set? Are they in your strategic plan? Is progress reported to the board at least quarterly ?
5. Experience in the gender world shows that the magic number is three females to make a difference. Having only one person of color can be a isolating. Does your board have at least three diverse members or candidates?

RECRUITMENT

1. Is there a recruitment plan in place? Are resources listed and contacts assigned? 
2. Have you reached out to affinity groups that represent minorities in specific professions or associations? Minority philanthropy groups? College Alumni Groups?
3. Do your board members at large companies reach out to their Employee Resource Groups (ERGs, often with a specific ethnic or gender focus)? Organizations that want to diversify the for-profit boards often suggest candidates start with nonprofit experience, have you reached out to any?
4. Have you considered using a search firm who specializes in diversity to help identify candidates? Have you contacted local religious, social and civic leaders in diverse communities?
5. Have you talked to staff about any suggestions they might have?  Donors?  Funders?

CULTIVATION

1. Is there an ongoing cultivation, orientation and education plan in place to foster thinking about diversity?
2. Have you set up a buddy system that helps ensure once on board the new member not only feels welcome but has someone, almost like a mentor, to turn to with questions; someone he or she can debrief after the first few meetings to see how things went? (Actually, a good idea for all new board members).

See also FOUR LESSONS NONPROFITS CAN LEARN FROM BIG BUSINESS ABOUT DIVERSITY.

(Adapted from Ann Lehman, Zimmerman Lehman's article in Chronicle of Philanthropy "Need for Diversity at Nonprofits Is More Vital After Garner and Brown Cases" on December 19, 2014)

Copyright 2015 Zimmerman Lehman.

This information is the property of Zimmerman Lehman. If you would like to reprint this information, please see our reprint and copyright policy.