You have an open seat on your board. Here’s why you should look outside of your network to fill it.
Diversity Strengthens the Organization
Studies show that diverse representation strengthens group dynamics and organizations by allowing different insights, forms of communication, and patterns of thinking. Diversity in the boardroom allows key leadership to become familiar and sensitive to a variety of groups and perspectives. It makes organizations more adaptable (a particularly valuable quality during the pandemic).
Defaulting to “Demographic Diversity” is Not Enough
All too often, vacancies in the boardroom are filled with people who look, think, and act like the status quo. Even if unintentional, newcomers tend to have ties to other directors on the board. These ties make it difficult to question assumptions, ask difficult questions, or challenge proposals during board meetings; directors may be wary of the impact a disagreement may have on their lives and identities that are tied outside the boardroom. Oftentimes, boards try to combat this myopic tendency by seeking “demographically diverse” candidates. Unfortunately, any demographic diversity is often voided by the similarity in professional or educational backgrounds. These similarities still lead to group think and a general disconnect with the lives and struggles of real people in the real world – the very people the organization serves.
What’s a Board to do?
Follow These Four Practices to Increase Diversity on Your Board:
1 - Assess Current Board Culture:
Board culture matters. Does your board avoid groupthink? What is your board’s gender, age, race, ethnicity, national origin makeup? Which underrepresented groups are missing from your board makeup (i.e., neurodiverse, immigration status, education, socioeconomic status, sexual orientation, sobriety/recovery status, mental health, political beliefs, gender identity, gender expression, religion)? Which skills do you have on the board? Which skillsets are missing?
2 - Expand:
When recruiting board members, look beyond the traditional pool of candidates and engage with individuals who bring other perspectives from varied fields of tech, marketing, finance, investing, education, government, nonprofits and the arts. Look towards geographic diversity as well as diversity of thought, culture and immigration experience. The experience of a board candidate born and educated in another country may be very different than that of a board member whose family has lived in the US for generations. Both perspectives are essential, especially when you realize that one in four US residents are first generation come to the US or first generation born in the US.
3 - Succession Plan:
Even when the board is not addressing a vacancy, it should identify candidates and build relationships with them. Board recruitment should commence long before there is a vacancy. A broad search for leaders with different subject matter expertise and backgrounds can help the current board identify and build rapport with valuable future members.
4 - Foster Difference and Debate:
Not only should you bring in members who value open communication, you should have a very involved on-boarding process where participation is highly encouraged so that the board can set the participatory tone and reap the benefits of its increased diversity. Thoughtful on-boarding builds trust. Vibrant debate followed by the united implementation of decisions can only occur where there is deep trust and respect.
Board member vacancies are a precious opportunity to increase diversity within an organization. Don’t squander the power of that empty seat! When seeking new directors be bold and look broadly outside of your normal field of vision. If you do so, the lens through which you see your constituents and your organization’s impact will look different and so will your board.
In the coming weeks, join us to learn how you can bring Diversity, Equity, and Inclusion to your board and other leadership. For tangible, actionable strategies for your organization, or for further discussion and explanation on DEI’s evolution, contact: clientsupport@benevolentvision.com