There's a lot of advice being offered to boards about how to consider the questions of diversity, equity and inclusion. But what should prospective board members be asking if these features matter to them. Here's an offering highlighted in the Seattle Times.
If both diversity and inclusion are part of your core values, here are a few questions to ask during your board interview.
In what ways is the board looking to expand its collective cultural awareness and sensitivity? This will give you some insight into how the board is prioritizing issues of diversity and inclusion. Are they recruiting members with diverse titles and life experiences? Are they prioritizing cultural sensitivity training among their staff and board? Are issues of diversity brought up during board meetings?
What are the board’s major strengths and areas for improvement? No board will be perfect, but you should have an honest assessment of where they can stand to improve before you assume your position. You should take note of how someone responds to this question. Are they hesitant to share their areas for improvement? If so, it may convey that the board does not foster a culture of transparency and openness.
What five qualities are important in new board members? For this question, you’re really interested in answers beyond one’s professional identity. It’s OK for boards to strategically recruit members who work in particular sectors or industries, as this knowledge can be very useful. However, what other qualities are valuable? Do they value other identities like race, gender, national origin, disability and/or the neighborhood in which a board member lives? These are all qualities that help make boards more diverse and inclusive. If you get an answer that seems jumbled, this may signal that the board has yet to work out a plan for the type of board members they desire — it may also hint at the board being fairly homogenous.
Could you describe the process of recruiting new board members? Who has decision making power? How are new members voted in? This question is probably the most important. A great board will get input from all board members about the type of members they would like to have. A great board will also ensure there are at least two or three board members who are interviewing the same candidate — this ensures that the interviewers are diverse and able to give different opinions on the candidate. All new members should then go up for a vote to the entire board — this ensures that all decisions are made equitably and everyone has a say in who joins the board. When you ask this question, and someone clearly lays out a process that signifies that decisions are made equitably, this can also shed light on how they make other decisions and reach consensus.
Board membership is not unidirectional. While it requires time and dedication, it should be mutually beneficial for both members and the organization. America is becoming a cultural melting pot, and thus organizations owe it to themselves and the diverse communities they serve to prioritize diversity in board recruitment.