In the nonprofit world, we often lack a shared definition of what diverse boards look like and how they should operate. We check boxes to meet the need for diversity on our boards. and we may not even be able to articulate why board diversity matters.
Here’s a description of board diversity that you can share and discuss within your organization to develop a clear picture of the diverse board you aspire to have. You will know you are on a diverse board when these things happen.
Each board member brings a unique sphere of influence, and board members don’t have a lot of mutual acquaintances. Think of each board member like a pebble being dropped into a pond. The ripple effect is their influence, the people they know who can be of value to the organization. This is how you build the army of folks who can add diverse skills and experiences to the organization.
When stories are shared, board members marvel at how different others’ experiences are from their own. These stories fuel understanding of the value each person brings to a conversation and fill others with admiration, wonder, and curiosity.
Board members offer the perspective of their generation and are valued for it. Millennial and Gen Z board members are critical to a thriving board. They have grown up in a world in which institutions have utterly failed them — they stir the pot, question authority, and ask key questions like, “Why do we do what we do?” A thriving diverse board digs into and answers these questions.
Board conversations are messy in the best of ways. Led by a board chair with excellent facilitative and diplomatic skills, everyone is heard and debates and disagreements are respectful. At more than a few points in the conversation, members think: Oh, I had not thought of it that way before. Even if one’s point of view does not prevail, everyone feels heard. Homogeneous boards agree frequently; diverse boards don’t, and they need tools and training to work through disagreements.
Several board members can speak to the impact of the work first-hand. I may be passionate about supporting LGBTQ homeless youths, but I have not experienced it first- or even second-hand. Having experiential depth of understanding is essential to the board’s ability to make the best decisions for those being served.
Wealth or wealth adjacency is not as critical as a board member’s passion, enthusiasm, and storytelling ability. A board member’s unique and broad sphere of influence is equally important.
Board members see and speak of diversity not as a function but as a value. A value is never finished. It’s embedded into the DNA of your organization, which means that developing a pipeline of diverse potential leaders is a priority.
Let’s get down to the business of building thoughtful board-composition matrices that consider a variety of experiences, qualities, skills, and talents. Use it to become thoughtful and creative about how you cast your board.
And send that matrix along with your next grant application to demonstrate your clear commitment to diversity as a value — and be a part of helping the nonprofit world understand that board diversity involves so much more than what your board members look like.
