1. A Diverse and Inclusive Board
Where everyone feels valued, valuable and authentically engaged
© 2017, Judith Sulsona. This work is made available under the terms of the Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License,

2. Workshop Objectives
Learn how to create a board environment that engages all board members as deeply committed leaders of the organization.
Learn practices for identifying, attracting and retaining board members with a wide diversity of experiences.  

3. AGENDA Welcome and Introductions
Building A Diverse and Inclusive Board
Definitions, Values and Commitment
Working Toward Inclusiveness
Leadership and Practices
Productive and Engaging Meetings
Process and Resources
Next Steps
Take in it All Back Home

4. Preparing to Build a Diverse and Inclusive Board

5. Basic Roles And Responsibilities Of The Board
Define, protect and advance the Mission
Safeguard the resources and integrity of the organization
Select and support the Executive Director
Make sure that the organization has the resources to carry out its mission
Be ambassadors on behalf of the organization
Governance: The board is strong and does its job well.

6. Governance
Identify and recruit members that bring the experience and skills needed by the board
Create a board that is diverse in its members and inclusive its practices
Orient new board members to their responsibilities and support the education of all members
Evaluate the work of the board and identify areas to be improved.

7. Definitions Diversity:
the condition of having or being composed of differing elements
the inclusion of different types of people (as people of different races or cultures) in a group or organization
Inclusion: Valuing the perspectives and contributions of all people, and incorporating the needs, assets, and perspectives of all communities into the organization, its leadership, practices and programs. 

8. Community
Your

9. Why Inclusion How does your board define inclusion?
How does inclusion relate to or will impact your board’s ability to fulfill your organization’s mission? Why is it important?
For inclusion to flourish, it must find fertile ground in your organization – Which of your organizational values support inclusion?

10. Inclusive Board Environment
Shared
Respect
Shared
Leadership
Inclusive Practices

11. Inclusion Assessment Survey
Assess whether your Board practices support or may hinder the full and authentic participation of new leaders.

12. Working Toward Inclusion

13. Assumptions
Changing the culture of a Board through greater diversity will often require a change in the way things are done, but these changes often result in benefits to the entire board.
In building a diverse and inclusive board, the organization is not just looking for a diverse board member, but for a board member who is deeply connected to the community and also meets the board’s recruitment criteria:
Deeply interested in the mission
Willing to advocate for the organization in the community
Willing to work to bring resources to the organization according to his/her capacity and relationships in the community, etc.

14. Champions Board Leadership
Create a team to lead inclusion efforts or assign the task to an existing committee.
Include on the team board members or candidates that bring diverse voices to the Board.

15. Tasks for Team
Assess the Board: Review the current board recruitment, orientation and education procedures and board practices
Survey current and some past board members
Formulate improvement recommendations
Advise the board on how to best identify, recruit, cultivate, welcome, educate and engage new members, particularly those who bring diverse voices
Assign experienced board members as mentors to new members; support mentors
Consider what other changes should be made to the Board to support the engagement of all members.

16. Defining Your Commitment
Diversity and Inclusion Statement
A public declaration of commitment to welcome board members who — regardless of their background — help make the organization more effective in meeting its goals.
It includes:
A values statement about the organization’s commitment to issues of diversity and equity
A brief statement of the added value that implementing this policy will bring to the work of the organization
A set of actions that the board plans to implement.

17. How are Board Members Selected?
The board has clear vision for the organization and its leadership needs
The board identifies the skills, characteristics and community representation needed
The Board Recruitment Committee analyzes characteristics represented and missing on the board, and creates a list of skills and voices that are priorities for recruitment
Board members or partners recommend candidates
Candidates are invited to apply and Recruitment Committee members interview them
Candidates are nominated to the board and the board votes to elect them.

18. Tips for Identifying Candidates
Constantly deepen your knowledge of the communities served and build relationships with their leaders
Build strong collaborative relationships with organizations, and people with a wide range of life experiences
Develop an effective process to identify and consult with people in the community who can help you find diverse board candidates (e.g., brainstorming lunches, etc.)
Share Pipeline ask how they recruit now

19. Tips for Identifying Candidates
Recruitment is constant: meaningful cultivation of board candidates is based on building relationships and it requires time
Organize your process: build a pipeline; create recruitment packets; let others know you are recruiting.

20. Board Profile Worksheet
A tool used by an organization to assess its current board composition and plan for the future.
An organization will look for different skills and strengths from its board members depending on its stage of development, issues facing the organization, long-term strategic direction and other circumstances.
Include forms applications, etc. - Review Worksheet with them

21. Board Recruitment Pipeline
A tool for organizing your recruitment in a systematic way and for the long term
Recruitment is not a once a year event

22. Engaging and Retaining
Assumptions:
An individual’s perceived value of membership on a board is directly proportional to his or her level of engagement.
All board members want board service to be personally satisfying.
New board members may leave prematurely if they don’t feel fully and intentionally engaged, supported, valued and utilized productively.

23. Starts with Your First Conversation with Candidates
Stories Connect People
Tell us about you!
What excites you about serving
on our board?
What would you personally like to bring to board service?
How would you like to contribute?
How do you think you could best share your experiences as a community member with the board?
What questions do you have?

24. How Are Board Members Engaged and Retained?
Inclusive Board Culture:
Board practices create a welcoming environment for board members with a wide diversity of experiences, regardless of their background and personal circumstances; members feel valued, valuable and authentically engaged.
Honesty and Transparency:
During and after recruitment, clear expectations, challenges faced by the organization, and level of work required of all members are communicated openly to candidate.

25. How Are Board Members Engaged and Retained?
Sustain Commitment to Mission:
Orientation and education enable members to become productive and deeply committed leaders of the organization and advocates for the community you serve
Skills and interests are assessed and tasks assigned accordingly
Meaningful Relationships among Members:
Camaraderie and respect
Teamwork
Opportunities to interact socially
Peer mentorship
Accountability
Recognition & Celebration

26. Introducing New Members
Conduct an orientation before their first Board meeting
Create opportunities for a social welcome
Assign a board mentor / learning partner
Provide Board Handbook / Manual
Resource for new board members to familiarize and orient themselves with information needed to perform their duties and exercise their responsibilities.
A reference and working tool throughout a board member’s term on the board.
Assess Learning Needs
Develop an Annual Board Education Plan
Include TOC for Board Handbook

27. Orientation Agenda WELCOME AND INTRODUCTIONS YOUR ORGANIZATION
Mission, community served
Overview of past and present
PROGRAMS / SITE VISITS
FINANCIAL INFORMATION / ORIENTATION
FUNDRAISING/ DEVELOPMENT
Plans
Board of Directors Role & Opportunities
Special Events
BOARD GOVERNANCE
Board Responsibilities/Expectations
Inclusion Statement
Board Meetings / Logistics
Committee Structure/Where would they like to serve
PLANS FOR THE FUTURE

28. Board Peer Mentors/Learning Partners
Consider these criteria when selecting experienced board members to become mentors:
Minimum of one year on the board
Good knowledge of governance
Experience in leadership roles
Willing and able to give their time
Commitment to increasing diversity on the board
Understanding of challenges faced by new board members

29. Inclusive Board Meetings
Language and format of agenda and materials
Time and location; time for team building
Pace and decision-making process
Peer mentors for new board members
Pre-board meeting sessions where the board agenda is discussed, particularly action items that will be brought for a vote, and other material essential for the full participation of all board members.
Facilitation of these sessions could be rotated among the mentors.

30. Remember to Ask Often How are you feeling about serving on the board?
What other information and support would you like as you serve as board member?
What else would you like to learn? Other training?
See assessment

31. Remember to Acknowledge and Celebrate