A panel for the Wall Street Journal (2/20/2021) offered some tips in achieving board diversity. Admittedly, the focus was on corporate for-profits but I think the points can still work for non-profits. I've picked-out what I believe to be some "gems" starting with a WSJ point: diversity begins with a commitment - policy.
WSJ: In 2019, New York City’s comptroller asked 56 S&P 500 companies to adopt a policy—based on the National Football League’s so-called Rooney Rule—requiring that people of color and women be considered for every board and CEO vacancy.
MR. JONES: Boards also can partner with Black affinity groups like the Executive Leadership Council. That can become a pipeline of talent.
There are Black people in corporate America in various roles in technology, global supply chain, digital marketing. Boards can look outside a corporate arena to find other strong Black candidates. There are leaders running global not-for-profit organizations—major hospital systems and institutions in higher education.
WSJ: What big mistakes do boards make when they try to increase the ranks of Black members?
MR. JONES: Many are looking only for a sitting CEO or a sitting CFO of a major corporation. There are very few Black sitting CEOs and CFOs of major Fortune 500 corporations. I serve on the board of Northwestern Mutual Life Insurance. I started before becoming a CEO.
MR. GARLAND: Another mistake is there is a tendency to go to the same directors. John and Dale may get a lot of requests to sit on boards.
WSJ: Should boards require at least one Black candidate during every director search?
MR. JONES: There ought to be a diverse slate. That would certainly include a Black candidate, which is what we do in our business.
MR. ROGERS: At Ariel Investments, we challenge companies we invest in if they don’t have an African-American director. Over 38 years, we’ve had 45 times where we’ve had what we call a Jackie Robinson moment—by getting them to have their first African-American director.
It’s really important to add more discipline to this process. We [Ariel] will be changing our proxy voting to support the idea that every company that we invest in should have an African-American director.
MR. ROGERS: Whether it’s an institutional investor, an executive recruiter or some of us [Black executives] who have been on boards, we can help get the right fit.
Let people know you’re looking for a diverse director and communicate if you want someone only in technology or someone only in finance.
WSJ: What drawbacks arise from having a single Black director? And how can boards make those members feel included and valued?
MR. ROGERS: We want minority directors who are willing to fight for civil rights, economic justice and social justice. If they are the only Black person on the board and they don’t speak out, you give cover for the status quo.
That CEO can say, “I’ve got my Black director. They’re not saying anything is wrong. We don’t need to change anything.”