Board Life Matters is a national sounding board designed to inspire and engage the next generation in nonprofit board service.
Vernetta Walker
One might think achieving inclusion across the board is a no-brainer. After all, we live in a diverse society where conversations about race, gender, and other characteristics that are an integral part of who we are as individuals are no longer relegated to hushed tones behind closed doors — or are they?
BoardSource recently conducted a survey of board members of color to learn about their experiences and perceptions on whether and how race impacted their experiences in nonprofit board rooms. (Before you send your e-mails to explain that diversity is about much more than race, let me say that we appreciate the full range of factors included within the definition of diversity, but our work in this instance was limited to race and ethnicity.) The survey results, while not altogether shocking, were insightful. Let’s start with the positive.
The majority of survey respondents felt they were recruited to their boards for all the right reasons: their leadership potential, professional skills, and their ability to represent the needs and interests of racial/ethnic communities. These responses were in line with what board members told us about their motivations for serving, which included a strong passion for the mission of the organization, giving back to the community, and a belief that the organization could benefit from their skills. Peeling back the layers, however, we found that things are not always as they seem.
A disturbing percentage of survey respondents indicated that they had experienced insensitive or offensive comments or jokes from other board members, and some felt the board was not truly committed to becoming inclusive beyond meeting a quota. You might speculate that these individuals were overly sensitive, until you read their first-hand accounts. Several respondents commented that they were not taken seriously, their suggestions were ignored, or the environment reinforced the “token” nature of their appointment. One comment in particular, “being reminded, most often in subtle ways, that I was not a ‘heavy-hitter’…that is, what I brought to the table was diversity, not prestige, skills, resources, or connections of substance,” spoke volumes and captured the raw emotions of what others also expressed.
Being optimistic by nature, I’m always looking for the happy ending. In this case, the happy ending has not yet been written. I predict there is a real movement afoot that will change the composition of boards over the next five years — not because I have any empirical data or statistical analysis to support this theory, but because I believe those who care about diversity and inclusion in the board room will make it happen.
There are still barriers to break down. Nonprofits have to be strategic and deliberate in their recruitment efforts to ensure a diversity of backgrounds, perspectives, experiences, and thinking, and they have to plan for how they will include, appreciate, and harness the collective intellect, resources, and value-add of a diverse group of individuals. Getting diverse individuals through the door is just the beginning. Creating an inclusive environment — one where everyone feels comfortable voicing his or her opinion, feels valued for their contribution, and feels they have the same opportunities as anyone in the room — is the goal.
If you serve on a board, why not become the change agent? Examine your board’s culture and dynamics, and engage the board in a candid discussion. Here are some topics to get you started:
Please feel free to share your thoughts, observations, and what you learn.
