Cultivating Diversity within Your Board
Nonprofit leadership does not adequately represent our population. A significant majority of CEOs and board members in the US nonprofit sector are white, with a 2019 report showing 87% of nonprofit CEOs and 78% of board members identifying as white. And some reports say that 75% of nonprofits are led by males, even though their workforce is mostly women. And the bigger the organization, the more likely it is to be led by a white male.
We are in a time when DEI and its related terms are being attacked. Funding sources that were in place specifically for DEI initiatives are being taken away and there are threats that organizations who remain committed to it are risking access to other funds that allow them to meet their missions.
We may not be able to say DEI, but without a commitment to learning from, relying on, and connecting to diversity, nonprofits will be less successful at meeting their missions. So what do you do right now?
First and foremost, remain committed to your mission and values.
While it may not be possible to have stated DEI strategies in your work right now (so that you do not lose the funding that allows you to meet your mission) your commitment to learning from and including diverse perspectives is still possible and important.
To that end, this is a great time to think about your board of directors and your recruitment strategy because having a strong, balanced board with a variety of experiences has always been a nonprofit leader’s biggest asset as they navigate their work. That hasn’t changed.
Nonprofit board members are officially responsible for three items as stated in most bylaws:
Governance
Financial oversight
Ambassadorship
What does this mean? The board keeps senior leadership accountable, guides the long-term vision, advocates for your mission, fundraises, makes introductions, and is ultimately responsible for your fiscal sustainability and management, and that’s just what they are required to do. But a strong board member does far more than that, as they also act as advisors and sounding boards for Senior Leadership, guiding and supporting their success. Having a board that is inclusive by design creates leadership opportunities for often underrepresented peoples and supports your work and goals.
Your success has always been dependent on having the right mix of board members that is well-rounded, works together well, and has the experience to support your organization. Doubling down on your commitment to curating a group of individuals with those qualifications and the right level of commitment, while also working to lift up voices and people is more vital now than ever.
Isn’t life grand when remaining committed to your values is also beneficial to your success?
The value of having an intentionally diverse board cannot be overstated. A team with the same skills, lived and professional experiences, and backgrounds will have major blind spots
A balanced board made of people with different life experiences and backgrounds, of different ages and races, with unique expertise and priorities will ultimately benefit your organization in a variety of ways.
Decision making When you bring tough decisions to a board meeting, you can facilitate conversation to hear all perspectives. Weigh the pros and cons, consider potential outcomes or consequences, hear from board members who have been in similar situations in the past… Looking at decisions from all angles will help you feel more confident that you’re making the right choice.
Identifying roadblocks faster When everyone has taken a different journey to get where they are today, they’ve all encountered different challenges and detours along the way. Each individual is likely keeping an eye out for different types of roadblocks - meaning you've got a better chance to identify barriers from a distance.
Collaborating to develop creative solutions In a room full of clones, you’ll arrive at a solution quickly because everyone thinks the same way. But if you want the best solution, take the time to listen to each board member’s unique ideas. Collaborate to combine solutions so that when you leave the boardroom, you have a clear plan to efficiently solve your problem. Imagine you’re planning a product launch with 5 engineers. Now imagine you’re planning the same launch with 1 engineer, 1 product designer, 1 customer success representative, 1 sales person, and 1 marketing manager. Which plan do you think will be more successful?
Making connections When you gather a group of people from different walks of life, everyone will make connections that they otherwise would have never made. This is a benefit to board members who are interested in networking, but it’s also valuable from a partnerships perspective. Your organization may benefit from connections you never would have dreamed up on your own.
Growing the community In the same vein, diversifying your board directly translates to diversifying and expanding your reach as an organization. Board members should be advocating for your mission among their network, bringing in new donors and volunteers. They can also help you reach new and different groups of constituents that may benefit from your work.
And all of this being said, recruiting a board that is inclusive is not always easy to do. This has always taken years of relationship building, recruitment, and strategy; now it also takes a bit of creativity.
Here are some smart strategies to implement now:
Who has your dream board? Schedule a call with the CEO or Executive Director to ask how they did it.
As people cycle off of other boards, they are often looking for their next adventure. Getting to know them while they serve someone else sets you up to recruit them when they are ready.
Recruit mid-level managers from companies that you partner with. Those people will grow in their careers and they’ll remember the opportunity you provided them to learn and lead in when they needed that to grow.
Schedule bi-annual individual meetings with your board members. Include in those discussions ideas for who they would recommend to recruit, and who they are thinking about targeting to take their place as they cycle off your board. Succession planning should start from day one, so cultivation is consistent and constant.
Contact our team to learn more and discuss your unique circumstances
