Five Health Benefits of Technology in the Workplace

In order for diversity to be a part of a nonprofit organization, it must start at the top.  To achieve real and sustainable change in terms of racial equity toward those we serve, we must reflect that standard. According to a survey done by The Nonprofit Quarterly, CEO’s are concerned with the composition of their boards.  BoardSource completed a study that compared racial diversity on nonprofit boards in 1993 and 2010. Results showed little to no change in Caucasian dominance. In 1993, 14% of members were persons of color; by 2010 there was a slight increase bringing it to 16%. With that in mind, nonprofit organizations need to take the necessary steps to ensure that their organization is an example of acceptance and diversity.

Here are the 5 steps your organization can take to achieve board diversity:

1) Leadership must lead or it won’t happen

The primary goal is that the CEO and Board Chair share a commitment to an appropriate racial makeup—they must hold one another accountable for actions toward the goal. They should be visible leaders and spokespersons for achieving diversity by educating the sector and lobbying for organizational change.

2) Be intentional — make your claim

An organization’s values and mission must be clearly articulated and visible on all outlets, including their website— providing a clear picture on where the organization stands.

3) Create a baseline

First, conduct an assessment of your board’s demographics. Then, based on the results, identify the vision going forward. With this assessment, you can establish a measurable goal to increase racial diversity within your board.

4) Give a grand welcome

When bringing on new board members, be sure to be welcoming and that the orientation is authentic and thorough. Ownership of these processes should involve all of the current board members.

5) Move beyond the numbers

An increase in percentages of racially diverse members is only the first step.  Guiding new members through the flow of communication and onto the leadership track is essential.  Simply waiting and hoping that the pipeline will move members forward is an insufficient strategy.

We need to think beyond a simple checklist to create and maintain diverse board representation—it’s a long-term strategy for creating change through collaboration.