Michael Sand

I knew that question would arise. My last article was entitled “Diversity on Nonprofit Boards.”

The question I received was “You have convinced me that diversity is important. But how do I go about achieving diversity on my board?” I knew that excellent question would arise.

First, identify the diversity you would like to include on your board. Perhaps you realize the need for young people on your board or African-Americans or program participants.

Then tell your board and staff members about this need. Ask them to send you information about the individuals they are recommending.

If you do not receive sufficient names of applicants this way, check with groups in your community which serve individuals in whichever diversity you are seeking. Ask the local boy scout or girl scout troop for recommendation of young people. Ask the NAACP President to recommend African-Americans. Check with the Hispanic Community Center or the pastor of the Hispanic Church to obtain names of possible Hispanic board members.

If you would like program participants specifically to join your board, send a brief note to all present and past program participants, asking them to volunteer or to recommend others.

Give the board’s Nominating Committee the responsibility of reviewing the various recommendations you have received. Then have a member of the Nominating Committee set up appointments with prospective members. You might want to hold the meetings in the organization’s office and include a tour e.g., day care program, senior citizen center. Holding the meetings at a local coffee shop may work as well.

Make appointments to see several individuals in each category. Leave enough time to set up the appointments and to hold them before board nominations are due. Remember that many individuals you visit may decline an invitation to serve on your board.

Start by telling the prospective board member about the services provided by the organization.
Tell the individual about the board’s role in setting policy. Give the individual a copy of a board member job description. Make sure you emphasize that all new board members will receive an orientation.

If you are going to recommend that the individual be offered a board position, tell them you will
contact them soon. If you decide that you are not going to recommend them for a position, just be positive and thank them for the opportunity to tell them about your program.

One recommendation I have dubbed the “Noah” approach. If your board is not diverse, try to name two African-Americans or Hispanics or young people to the board at the same time. Then the new individual might feel a little more comfortable.

At each new board member’s first meeting, make the new board member welcome. Make sure to have all present board members introduce themselves. It is not necessary to identify their “diversity.” They will know right away that they are the only program participants or African-Americans without you having to announce it to the entire board.

After the meeting, make sure the Nominating Committee member who met with the individual, now a board member, calls that individual on the telephone. Answer any questions the individual might have. Thank them again for attending. Remind them of the date of the next board meeting.

You will find that diversities disappear. The new board member who may have seemed “different” now is just a board colleague who has an interest in promoting your organization or program.

A nonprofit board has the responsibility of setting policy for the organization.

I believe that in order to perform this responsibility effectively, the board should include a wide variety of individuals.  Every board should have a discussion of the ideal board makeup in terms of diversity.

Here are some of the diversities each board should be discussing:

Race

It is clear that in America, the large majority of African-Americans have different cultural experiences than Caucasians.  Each board should then take a look at the individuals the agency serves.  If the agency serves African-Americans, then African-Americans should serve as board members.

Hispanics and Other Ethnicities

The same reasoning applies here. If the agency serves a percentage of Latinos/Hispanics, individuals from these cultures should sit on the board.

Income Level

Here is where many boards have conflicting opinions.  Of course, having rich people on the board increases the amount of donations. But many times, rich people have different values and interests than the individuals served by the agency.  So I suggest a mix—wealthy, middle-class and low income individuals.

Not long ago,  I led a board training workshop for a senior citizens center.  Before the workshop, I visited the center to learn about its activities.  Most of the activities were geared to low-income seniors. For example, the most popular program was a literacy program.  Yet every board member was either upper-middle class or wealthy.  It was clear from the discussion at the board meeting that not a single board member had a clue of the needs and interests of the program participants and therefore they could not set policy effectively.

Program Participants

Make sure to include on the board representatives of the population being served.  This is extremely important.  A head start parent should serve on a head start board. A mental health “consumer” should serve on a mental health board, etc.

Gender

Why should YMCA or YWCA boards be composed of all men or all women when both organizations serve both men and women?  Why should domestic violence boards or rape crisis center boards exclude men from board participation.  Programs to reduce the number of male perpetrators are essential to fulfilling the mission of these organizations. Males should certainly serve on these boards.

Religions

Look at both the religions represented in the community and in the client population. If an organization serves Muslims, for example,  Muslims should be included on the board.

Ages

Look at who is served by the agency.  I think there is wide agreement that a senior center should include seniors on its board.  I would also recommend that organizations serving teenagers should include youth on the board as well. It is a good idea to include individuals of all ages on any board.

 

(Michael Sand provides consulting and training for nonprofit organizations.  Please contact him at MSand9999@aol.com.  He will write a subsequent article which includes ideas for encouraging individuals of diverse backgrounds to become active on nonprofit boards.)

Every nonprofit organization should start with an excellent board.

First, gather a group of individuals who share the same passion in the mission of the agency.  It does not make a difference whether the group feeds the hungry, shares investment strategies or produces plays.  Every single board member must believe in the importance of the mission.

Each board member must be committed to the mission.  At a minimum, that means attending board meetings.  Individuals who can not attend board meetings should not serve on boards. An individual who misses several consecutive meetings should be removed from the board.

Each board member should be required to make a financial contribution to the agency.  The size of the contribution may vary, but 100% board participation is required.

Every board should have a diverse membership.  Diversity might include age, gender, religion, income and race.

Every excellent board has a written plan.  At a minimum, it would include a description of the programs of the agency for the previous year and a list of potential programs for the next year. It would include a detailed listing of receipts and expenditures for the past year and a proposed budget for the next year.

Board meeting should be well-run. A proposed board meeting agenda should be sent to all board members before the meeting.  Individuals who have additional agenda items should notify the board chair before the meeting.

Board members who meet all the qualifications of board membership should be reelected for unlimited terms. Board members who do not meet the requirements for board membership should not be renominated.

(Michael Sand heads Sand Associates, a nationwide comprehensive management firm based in Harrisburg, Pennsylvania. Send him a e-mail at MSand9999@aol.com.)