Trustees from minortised ethnic backgrounds are underrepresented on charity boards. Without a good plan or strategy in place, charities will be hindered, and minimal progress will be made in increasing representation on boards. This Black History month, we’ve outlined six recommendations for trustees to consider, as they work to increase representation.
Recruiting openly
By following an open recruitment process, the board will ensure that candidates will be selected from a wider pool, not solely the existing network of the charity. This will include advertising positions and making them available for all individuals to apply and be considered for the role.
Advertising widely
In order to ensure that candidates from a wide range of backgrounds, including individuals from Black, Asian and other minoritised ethnic backgrounds are able to access roles, charities should consider advertising widely and using the various recruitment channels at their disposal.
Recruitment specification
The language used in the recruitment pack should match the recruitment needs of the charity. If the charity is considering recruiting for younger trustees, the recruitment pack should not include a requirement for extensive experience of having served on a board. Likewise, wording such as “we particularly welcome applications from individuals from Black, Asian and other minoritised ethnic backgrounds who are particularly underrepresented on our board” may help to increase the numbers of candidates applying for roles.
Skills audits
Trustees should consider the existing skills on the board, including the representation of trustees from Black, Asian and other minoritised ethnic backgrounds on their board. Positive action may then be applied to help increase representation where candidates from minoritised ethnic backgrounds are shortlisted for the final stage and have the same skills.
Succession planning
Recruiting younger trustees to the board can help to strengthen the board and ensure that skills shortages are minimised. Having a good succession plan for significant skills such as treasurer roles will also strengthen the board. This may be accomplished by developing younger trustees with finance skills, who will then progress into the treasurer role when the treasurer steps down.
Eliminating bias from the application and interview process
Charities should consider eliminating bias from the recruitment process. This can be achieved by using methods such as blind applications, as well as ensuring that recruitment panels are diverse and have individuals from minoritised ethnic backgrounds. Questions asked to candidates should be standardised and the process of grading interviewees should also be objective.
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