12 Questions to Diversify Your Board (Yes it Still Matters) ZimNotes V.31#14
Democracy at risk, No Kings Day, Big Ugly Budget Bill
This article is about diversifying your board, but first, I want ZimNotes readers to be aware of two significant nonprofit threats. Democracy is at risk; Governor Newsom calls what is happening in California with immigration protests exactly what it is: “a manufactured crisis” and “Orwellian,” artificially exaggerated by T for political gain. This so-called crisis helps cover up T’s Big Ugly Budget Bill, a disaster for our communities (See previous ZimNotes); call your Senators to say this bill is a non-starter. See information on protests “In America, we don’t do kings” on June 14, 2025.
A WORD ABOUT DIVERSIFYING YOUR BOARD OF DIRECTORS
A lot has changed, but a lot has stayed the same; boards are not doing a great job diversifying. Nonprofit boards have traditionally had a difficult time achieving inclusivity. Even when boards appoint a member of a previously not represented group, it is a challenge to welcome and integrate them into the workings of the group. In addition to saying and making all the right moves, boards need to think about social inclusion, which is “characterized by the participation of members of diverse groups in the interpersonal dynamics and cultural fabric of the board based on meaningful relational connections.” Is real friendship extended?
To expand diversity, extend invitations to your board members to visit the diverse community you represent. There is a wealth of opportunities out there, but you may need to think outside the box to find them. Be inventive. Search the Internet for organizations in your community. Here are a few suggestions:
Contact minority-focused professional organizations (e.g., the National Black MBA Association, Association of Latino Professionals in Finance and Accounting, The Hispanic National Bar Association, and The National Black Chamber of Commerce)
Contact minority-focused philanthropy groups (e.g., Asian Americans/Pacific Islanders in Philanthropy, Association of Black Foundation Executives, Hispanics in Philanthropy)
Ask local clergy from diverse congregations for recommendations
Contact diverse social and civic clubs in your community or diverse job websites, i.e, Black Career Network
Contact minority-affiliated alum associations (e.g., Stanford Alumni Association: Multicultural Clubs and Associations, Shared-Identities)
12 QUESTIONS BOARD MEMBERS SHOULD ASK TO FOSTER DIVERSITY
STRUCTURAL
1. Is diversity articulated in your strategic plan and other board documents? Is there a well-researched business case in place for diversity?
2. Are there clear anti-discrimination policies in place?
3. When analyzing board diversity, what are the measures? What are your nonprofit’s client and membership numbers? What is the general population data in your community? A maximum of 70% of board members of the same nationality/ethnicity?
4. Are the specific targets set? Are they in your strategic plan? Is progress reported to the board at least quarterly?
5. Experience in the gender world shows that the magic number is three females to make a difference. Similarly, having only one person of color on the board can be isolating and may not fully represent the diversity of your community. Does your board have at least three diverse members or candidates?
RECRUITMENT
Is there a recruitment plan in place? Are resources listed and contacts assigned?
Have you contacted affinity groups representing minorities in specific professions or associations? Minority philanthropy groups? College Alumni Groups?
Assuming they still exist, do your board members at large companies reach out to their Employee Resource Groups (ERG), often with a specific ethnic or gender focus)?
Have you considered using a search firm that specializes in diversity to help identify candidates? Have you contacted local religious, social, and civic leaders in diverse communities?
Have you talked to staff about any suggestions they might have? Donors? Funders?
CULTIVATION
Is there an ongoing cultivation, orientation, and education plan in place to foster thinking about diversity?
Have you set up a buddy system that helps ensure the new member feels welcome once on board and has someone, almost like a mentor, to turn to with questions, someone they can debrief after the first few meetings to see how things went? A buddy system can be a valuable tool in helping new members, especially those from underrepresented groups, feel included and supported in their new role (It's a good idea for all new board members).
See a previous article I wrote in 2012, suggesting that we take lessons from the business world [that has changed, but at the time, there were some lessons to learn], see “Need for Diversity at Nonprofits Is More Vital After Garner and Brown Cases.
Please share any suggestions you may have in the comments.
© Ann Lehman 2025
Great questions, as always.