1. Implementing Diversity Practices for the Pool Board AGRiP Governance & Leadership Conference
March 7, 2017

2. Spartanburg County Foundation Board of Trustees Planning Meeting
Principal Sage Consulting Network, Inc.
BoardSource Senior Governance Consultant
Standards for Excellence An Ethics And Accountability Code For Nonprofit Organizations
Clinical Psychologist Previous Healthcare Performance Executive
Dr. Robin H. Stacia
LEAN Six Sigma Process Improvement Green Belt

3. Objectives
Participate in discussions related to specific actions that boards and organizations can do to understand diversity and inclusion best practices.
Discuss and consider specific actions that can be implemented to ensure intentional diversity processes are in place that support good governance.
Develop a preliminary action plan- next steps for moving forward.

4. Diversity is Multiple-Faceted
Race
Ethnicity
Gender/Gender Identification
Sexual Orientation
Age/Generation
Social Class
Ability/Disability
Religious/Spiritual
Geographic Regional
Skills/Expertise
Professional/Career Role
Interest

5. All of the similarities and differences that make each individual unique.
Diversity
Systematic differences in the incidence, prevalence and burden of adverse conditions on a particular population group.
Disparities
The ability of diverse peoples to raise their perspectives authentically and for those voices to matter and affect decisions.
Inclusion
The capacity of organizations and individuals to provide quality, culturally sensitive services to diverse populations.
Cultural Competence
Governance and Management Driven Diversity
Leadership-driven systems approach that promotes diversity and inclusion through governance and organizational policies and practices.

6. They define the following:
DIVERSITY is about people, INCLUSIVE is about processes, and EQUITY is about inclusion + fairness ...meaning correcting and ensuring that we are doing things that are going to impact those individuals that have been historically shut out (not just about race, but focuses on gender, age, sexual preference, religion etc.).  
D5 COALITION: FOCUSES ON ADVANCING DIVERSITY, EQUITY AND INCLUSION (DEI)

7. BENEFITS OF VALUING DIVERSITY
Access to different skills, perspectives, backgrounds, resources.
Remain relevant, effective, and grounded in the needs of your community.
Model best practices for members, stakeholders, staff, community.
Attract diverse perspectives, support, engagement, membership, and stakeholders.
Prevent the inherent near-sightedness and group think that comes with homogeneous boards.

8. 12 PRINCIPLES OF GOVERNANCE THAT POWER EXCEPTIONAL BOARDS
The difference between RESPONSIBLE and EXCEPTIONAL boards lies in — thoughtfulness and intentionality, action and engagement, knowledge and communication.
12 PRINCIPLES OF GOVERNANCE THAT POWER EXCEPTIONAL BOARDS

9. Accountability and Sustainable Practices
Hardwire Diversity
Accountability and Sustainable Practices
Practices
Policies
Mission and Vision
Strategic Plan
Policy on Board Diversity
Policy on Staff Diversity
Investment- Vendor- Allocation Policies
Intentional Board Building-
Identification- Cultivation- Recruitment- Pipeline
Engagement of diverse stakeholders, partners, thought leaders
Integration of diversity commitment framework in orientation, training, communications, and media
Assessments- gather data to better understand your specific diversity needs and gaps

10. 9 Steps – Strengthening Board Revitalization

11. Board Compensation Matrix
Current Members
Prospective Members 1 2 3 4 5 6 A B C D E F
Age
19-34
35-50
51+
Race/Ethnicity/Disability
African American/Black
Asian/Pacific Islander
Caucasian
Hispanic/Latino
Community Connections
Religious organizations
Corporate
Media
Political
Areas of Expertise
Financial
Fundraising
Marketing
Program focus
S A M P L E
As mentioned earlier in our discussion about the Governance Committee and Diversity and Inclusion, The Board Recruitment Matrix is an excellent tool for helping boards determine what skills, backgrounds, and abilities are needed on their board which is the first step in board recruitment.

12. Self-Perpetuating Board Within Stakeholder Environment
Organization
Board
Stakeholders
DDIP
FOB
FOB: Friends of the Board
DDIP: Desired Disconnected Individual person

13. Intentional Strategies for Pool Boards1
Develop a board diversity case statement or framework that is based on your Pool Board’s unique diversity priorities.
Review Bylaws and consider term limits and rotation of board members.
Develop a plan for strategic and intentional board building practices.
Create a pipeline – early entry points for engagement such as committees and task force projects.
Create and use a composition matrix.
Provide board training on diversity and governance. 2 3 4 . 5 6

14. Leadership Commitment: Board Chair & Executive7
Make diversity a top objective for the entire organization.
Make regular public statements of the organization’s vision and philosophy of diversity & inclusiveness.
Appoint a Governance Committee or task force to study diversity and inclusiveness throughout the organization.
Include progress on diversity gaps, priorities and strategies as a regular part of reporting at board meetings. 8 9
In an inclusive organization:
The leadership recognizes and embraces the opportunities and challenges that diversity presents to the organization,
The leadership believes strongly in developing strategies that identify the assets and address the needs of diverse communities,
The leadership integrates an awareness of diversity and inclusion into virtually everything the organization does, thereby literally transforming the organization.
DiversityInc, a leading publication on diversity and business, annually ranks the top 50 companies for diversity. Companies are judged on four key areas, with CEO commitment being the most heavily weighted. DiversityInc, examines the chief executive’s involvement in diversity, how she/he holds executives accountable for diversity success and board of director demographics. Examples cited include tying bonuses and executive compensation to diversity goals and having the CEO personally chair the diversity council.
The DiversityInc Top 50 Companies for Diversity methodology analyzes (1) CEO commitment, (2) human capital, (3) corporate and organizational communications, and (4) supplier diversity. 10

15. Small Group Discussions: Case Statements
Intentional Board Actions
Leadership Commitment

16. Small Discussion Groups Develop Your Case Statement
DISCUSSION POINTS
How can diversity and inclusion increase a Pool’s ability to serve its mission?  
Discuss some of the reasons why diversity is important for the Pools at your table?  
What are some practices that your Pools will have to do differently to become more diverse and inclusive?
What do the Pools at your table want to achieve through diversity and inclusion?
Once you’ve had the necessary conversations and developed an understanding, but it in writing. This builds in transparency and accountability.
Your case statement should incorporate how you plan to put your commitment to inclusiveness into action. Think of it as an inclusiveness vision statement with detail.

17. Identify Intentional Board Actions
DISCUSSION POINTS
How can Pools seek out and genuinely appreciate varying opinions on important issues?
Early entry points for engagement, diverse speakers, intentional identification and cultivation, other…
Does the structure of your Pool lend itself to developing diversity and inclusiveness?
Length of terms, criteria for serving, board member turnover
Does the size and members provide enough different perspectives for discussion, analysis and active engagement?

18. Identify Intentional Board Actions
DISCUSSION POINTS
What changes will your Pool boards have to make to reflect a balanced board composition?
What policies and process will your Pools consider reviewing and revising to support a renewed focus on diversity and inclusion?
Examples- Bylaw policies such as term limits and procedures that ensure adequate turnover and renewal on the board?

19. The Road Ahead…
Governance Changes

20. Leadership Commitment
Appoint a work group or task force to lead this effort.
Gather available data about board composition, staff composition, agents, stakeholders and member demographics.
Gather external opinions.
Revise organization policies and processes.
Build consensus around what diversity means to the board and organization, and its benefits and challenges.
Develop an organizational diversity and inclusion statement and post it on your website and in publications.
Identify partnerships and tactics to develop diverse pipeline of board candidates.
Interview exiting board members for insights on board culture and experience.

21. Report Outs:
Next Steps

22. THANK YOU! Thank You Dr. Robin H. Stacia Phone: 404.973.0233
Phone:
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