How to Increase Diversity for a Nonprofit Board of Directors in 8 Steps

Leaders widely recognize diversity and inclusion in nonprofits as an ongoing challenge. Chief executives and board chairs gave themselves a “C” when asked to grade how effectively their organization provides a diverse and inclusive board committed to equity, according to a 2021 report.

The report found that racial and ethnic diversity was the most significant deficiency for nonprofit boards. More than 52% of board chairs indicated they were moderately or extremely dissatisfied with current levels of racial and ethnic diversity on their boards. A lack of socio-economic diversity was the second-highest problem area, cited by 27% of board chairs.

Unfortunately, there are no quick fixes or easy solutions to increasing diversity on nonprofit boards. Building a strong, diverse board takes time. Here are 8 tips for how to increase diversity on your nonprofit board include:

1. Thoroughly evaluate current recruitment processes

Examine how the board currently goes about advertising and filling board openings. This includes reviewing how and where you target recruitment efforts and the types of candidates those efforts generate.

Specifically look for practices that may have unintentional biases built in, such as leaning too heavily on current directors to identify potential candidates. These types of practices can contribute to a limited pool of applicants or nominations if organizations tend to overlook underrepresented communities, or somehow discourage individuals from those communities from pursuing a seat on the board.

2. Have the hard discussions

Compare the demographics of your membership and the communities your organization serves with the demographics of your board. If there are notable disparities, it’s essential to have an open and honest discussion about the potential root causes and effects of those disparities. Be open to constructive criticism and void being confrontational. Extend the conversation to stakeholders across the organization and within the community, and empower people to be candid about where the roadblocks may be and what can be done to eliminate or alleviate them.

3. Learn from others’ successes and failures

Extend your search for solutions outside your own organization. Talk to board leaders at other nonprofit organizations, within your community and beyond. Find out what has and has not worked for them in their efforts to enhance board diversity. Identify best practices for recruiting strategies within your industry, or applicable strategies from other industries. In talking with other organizations within your community, consider asking for their help as well as their advice if they have more direct relationships with underrepresented communities you would like to connect with.

4. Truly commit to DEI

Current or prospective board members from underrepresented communities want to know they are not there to serve as a token or to fill a quota. They need to feel comfortable serving on the board, and confident their voice and their opinions will be welcomed and heard.

Support for building nonprofit board diversity needs to come from the top. Nonprofit leaders have to do more than give lip service to DEI. They should work to foster an inclusive and welcoming culture organization-wide. Learn from those hard discussions and take actions to address biases or other potential problems within the organization.

5. Build buy-in and broad participation

Establishing a more inclusive environment requires participation and engagement from current board and staff members across the organization, as they will be interacting with candidates and new board members. Widely communicate the board’s goals and objectives relative to board diversity, and how they will benefit the organization in better serving its mission. Make sure everyone is on the same page and knows the importance of having a diverse nonprofit board.

6. Cast a wider net

Identify the potential limitations in your current recruitment processes and think outside of the box on new ways to attract a broader pool of potential candidates. Explore digital tools that reach a larger audience, such as social media, LinkedIn, etc. Consider partnering with other organizations within your community — such as local colleges or universities, community groups, or chambers of commerce — to identify and recruit potential candidates from among those who are most likely to understand the needs and perspectives of people in the community.

7. Set clear goals and monitor results

Having a clearly defined DEI strategy will enhance your organization’s chances for success. Develop a comprehensive plan that includes concrete goals, objectives, and tasks. Set time frames for meeting certain goals and define how the organization will measure progress along the way. This should include specific metrics, such as recruitment and retention rates, and more qualitative measures such as board surveys, annual board assessments, and exit interviews. Using a board skills matrix can help organizations map current directors’ skills and attributes, identify any gaps, and develop an effective succession plan.

Having a defined DEI strategy will demonstrate the organization’s commitment to nonprofit board diversity, make leadership more accountable, and provide a roadmap for those responsible for executing that strategy.

8. Be transparent

Develop a board diversity policy (see next section) that articulates your organization’s commitment to DEI, how you view DEI relative to your mission, and efforts to ensure board diversity in service of that mission. Be honest with candidates about your organization’s shortcomings in these areas and your plans for recruiting a diverse nonprofit board of directors.

Look at how your organization is perceived, and make sure a commitment to diversity is evident on the website and other external-facing materials. If you don’t already have one, incorporate an inclusion statement on your website and when listing open positions.