Recruit and Retain Diverse Boards | Article
Boards and especially charity boards are developing awareness and are actively implementing techniques to attract, attain, and retain more ethnic diversity on boards. Lived experience is now more than a contributing factor, but a desirable criterion for board-level appointments.
Recruitment
It is often the case that a hiring manager has a very specific expectation of what a good candidate may look like, sometimes even unconsciously precluding individuals who do not fit their criteria. This sense of exclusion is inherently counterproductive in non-executive director (NED) recruitment. Firstly, boards by nature are not static; they are dynamic, agile, constructive, and forward-thinking, but should never be homogenous. Those attributes are also what make good candidates. The best boards are not only those which seek to improve the representation of protected characteristics, but those which seek to implement representation of protected characteristics on board themselves. Do not look for someone who may be a good culture fit.
From a recruitment perspective, think about if the chair of the board or the governance lead is conducting regular skill gap analyses and assessments of the board. If so, once clear areas for additional expertise are identified, really consider what skill is needed. Do you really need someone with prior board governance experience? Is this something your new board member could potentially learn on the job?
Retention
From a retention perspective, how do your current board members consider the working environment? Is it a psychologically safe environment where each NED feels as though they can constructively challenge or voice different perspective or opinion? These are just a few questions to consider.
NED and Trustee Recruitment at WIG
At WIG, we are quite fortunate that our recruitment team consists of women and people of colour who have a personal commitment to ensuring greater representation of marginalised groups on boards. We have a personal commitment to the FREDA values and as women and people of colour, we fully echo and advocate for the increased representation of women of colour on boards. This positioning enables us to build and maintain relationships with our candidates, whilst being best placed to offer tools and resources to aid and support them on their journey.
We have worked with a variety of organisations of different size and complexity, including insights into other sectors, governance functions, and the different alterations of strategic thinking and planning that comes with different boards.
I have the pleasure of assisting public sector and charity boards with their recruitment of NEDs and Trustees. Each time, presenting an exceptional longlist of candidates who are ‘cross-sector athletes’ with considerable experience working in both the private and public sector often with charity or voluntary experience and from different lived experiences, including identifying as a person of colour and/or a woman. We benchmark ourselves against the Commissioner of Public Appointments which currently states the percentage of appointments of women is 41% and the percentage of appointments of ethnic minorities are 11%. Our appointments surpass this benchmark, and as an advocate for greater representation marginalized groups, I feel as though I am making a tangible difference.
There are 168,000 charities in the UK, and only 6% of their trustees are from ethnic minority backgrounds. The statistic for women of colour is even more dire. To be surprised by this figure would suggest ignorance of the wider systemic problem of the lack of racial diversity in senior leadership and executive boards across all sectors – this makes the work WIG does in this area even more important!
Prior to WIG, Cezanne worked in the private sector working in employment advising, sales and customer service. She has a master’s degree in Gender Studies with a particular interest in the intersections of gender, power, race & disability through a feminist lens. She has been working in NED/ Trustee Recruitment for two years. Every recruitment campaign provides a unique insight into the inner workings of boards, and the ever-changing landscape of desirable skill sets and often, attributes best suited to boards.
If you would like to discuss any forthcoming recruitment requirements or have any questions on best practice, please do reach out to the Talent team – [email protected] or see more information: Recruit a Non-Executive Director or Trustee.
Written by
Cezanne supports Non-Executive recruitment campaigns for WIG. They support our members and non-members to streamline their recruitment campaigns to ensure that the right candidate is matched to their specified requirements.
As part of their role at WIG, Cezanne oversees the Bespoke Mentoring Programme, collaborating with esteemed industry leaders and policymakers to identify and address their specific professional development requirements. Additionally, Cezanne facilitates cross-sector secondment initiatives for individuals and organisations seeking to broaden their experience.
They also sit on WIG's EDI committee to promote a culture of inclusivity and equity for all employees. Prior to WIG, Cezanne worked in the private sector advising individuals on employment opportunities. They also have a background in sales and customer service.
Cezanne graduated from The University of East Anglia with a BA Hons in American History in 2018 and an MA in Gender Studies in 2019. Cezanne has a specific interest in the intersections of race, gender, and disability.
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