Every business can benefit from having a diverse group of leaders on its board. However, it can be difficult for many organizations to achieve this, especially when it’s a niche or nonprofit organization.
If you’re leading a nonprofit organization that’s lacking in diversity, there are several ways to attract more diverse leaders. Here, 12 members of Forbes Nonprofit Council share the most practical steps a nonprofit can take to diversify the group of leaders on its board.
Forbes Nonprofit Council members share steps that organizations can take to diversify their board.
Photos courtesy of the individual members.
1. Identify What Diversity Looks Like
The first step an organization should take to create a diverse board is to identify what diversity looks like for the board. What diverse individuals, talents, perspectives, etc., do you wish to be represented by your board? What voices must be at the table? Diversity is broad and it’s only by having an intentional focus on what diversity means to your board that you will achieve it. – Stephanie Piccirilli, Ignite
2. Assess Organization’s Current And Future Needs
Diverse representation in your boardroom has perhaps never been more important. One practical step that organizations can take to bring balance to the boardroom is to do an annual assessment so that the needs of the organization in its current state and future state, aligned with the strategic plan, are represented around the table including mission, finance, fundraising and marketing. – Sterrin Bird, Salesforce
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3. Consider What Skills Your Board Lacks
Nonprofits first need a clear picture of their board needs. What skills are missing? What connections are important for the work to be done? What does the CEO need to advance the strategic plan? Then, with that deep understanding, the board and nominating committee can work to identify diverse leaders to fill those roles and they will have a compelling story to share and to bring them to the table – Tammy McLeod, Flinn Foundation
4. Look At Your Culture
Look inwardly at the culture of the organization, and ensure you have an inclusive climate that incorporates diversity and equity into practice. Taking the necessary steps to grow and learn as an organization will draw leaders to your board who share those principles. – Scott Dolan, Excelsior College
5. Be Intentional And Transparent
Be intentional. Diverse leaders are everywhere so don’t use the excuse that they’re aren’t enough of us to choose from. Be intentional in your search and be transparent about your desire to be diverse and inclusive. Then make sure that you do the work to make the entire organization diverse, equitable and inclusive. These actions will attract diverse leaders to your door. – Kimberly Lewis, Goodwill Industries of East Texas, Inc.
6. Hire A Person Of Color As Your CEO
Simple! Hire a person of color as your CEO. Once it is clear to everyone that the organization is committed to being led by outstanding Black or Brown executives, it will be much easier to recruit a diverse board. So often, we leaders of color are invited to “diversify a board” to provide cover for a white nonprofit leader. If you want your board to change, change your CEO. – Denise Collazo, Faith in Action
7. Build Diversity In Your Own Life
In an age when diversity is at the forefront of many organizations’ work, it is more important than ever to begin that work not in the boardroom but at home. Are you, as an individual, a trustee or an executive, building diversity in your own life? Oftentimes, board members look just like your Friday night dinner table. The key is to expand that table and to see it reflected in the boardroom. – Clayton Hollingsworth, The Lamplighter School
8. Ensure The Board Reflects Your Audience
The people you serve should also be reflected in your board. If there isn’t one success story that you can invite to the table, are you truly doing the work that is needed? Having the voice of the community and sharing how that helped enhance your mission is the most easiest and practical step. You cannot serve your community without allowing your community in the room. – Nikki Porcher, Buy From A Black Woman
9. Tap Into Networks Not Normally Accessed
Consider developing relationships in networks not normally accessed by your organization. Find ways to include people very different from you in your activities, events and opportunities to learn about your work. You may want to start by joining organizations whose members are different from your cultural background. It all starts with interpersonal and intercultural relationships. – Albert L. Reyes, Buckner International
10. Reach Beyond The Inner Circles
Reach beyond the organization’s inner circles to attract diverse leaders. Many nonprofits rely exclusively on current board members to attract new board members, which can be very limiting. Inquire with community stakeholders and political leaders, who are in tune with people in the community and get things done, to find those who may have the time, skills and passion for your mission. – Lynda Schueler, Housing Forward
11. Make It A Top Priority Over Time
Make it the nominating committee’s top priority over time. If you say, “By 2024 our board of 15 will have three women of color, six women overall, three men of color and three gender diverse people,” develop a matrix you can update every year to track and measure progress. Be sure to add a matrix for age diversity so your board has built-in succession to maintain continuity of the mission when your older members leave. – Rupert Scofield, FINCA International
12. Create Community Within The Board
It is not enough to bring on one person to hold up the flagpole for the constituency they were recruited to represent. That’s tokenism. Creating community means that person walks in the door to find two or three others who are also of the same ethnicity, gender, race, etc. That creates a community to embrace people and to give them a voice as well as a seat. – Betsy Chapin Taylor, FAHP, Accordant
