Attracting diverse talent to the board

1. Ask

This is the number one rule, and it can be applied to almost everything your group does: Ask. Asking never hurt anybody.

Never assume that somebody might or might not want to join your board. Ask them. They'll either say 'yes' or 'no' - either way nothing bad will happen, and you might just find an excellent new board member.

2. No preconceptions

"Young people don't want to be on boards, and if they did they wouldn't know what to do."

"Business people are too busy! Besides, they'll probably arrive and think they know everything."

Preconceptions aren't going to make it easy to set up a diverse board, so leave them at the door. Making decisions without making presumptions will make a serious difference next time you're looking at board member applications.

3. Search in the right places

Being able to find a diverse group of board applicants is one of the most common difficulties you might face. To increase your chances of finding the right applicant you'll need to search in all the right places:

• Find where certain groups congregate, either physically or through the internet, and work through these channels.
• Engage groups through their known networks - community organisations, schools, sporting clubs, government registers.
• Try our Board Matching Service.

4. No tokenism

Recruiting a board member for their diversity and nothing more will be counterproductive; after all, you still need them to be a capable board member.

A candidate will need to have all the necessary skills, abilities and insights of a good board member as well as making your board more diverse.

5. Treat them as an individual

If recruiting a board member from a particular background, it is important to remember that they are not a spokesperson for all people from that background. They are there to bring a new perspective your board might lack.

For instance, don't hire a young person and assume they are able to speak for all younger people, hire them because they can offer a perspective your older board members don't have.

6. Have an existing presence in your group

When targeting a particular demographic for your board you should ensure the demographic exists in your group first. It might be pointless to target a demographic that has nothing to do with your group, just for the sake of diversity.

Of course this might not always be the case, ensure you weigh-up the advantages of certain demographics to your board.

7. Send the right messenger with the right pitch

When approaching a prospective board member be sure to send the right messenger with the right pitch.

The right messenger will be somebody you trust who provides a strong representation of your group and its work.

The right pitch will need to be thorough, including:

• A letter of invitation saying exactly what you require.
• An informative kit comprising:
  • Your strategic documents
  • A copy of your constitution
  • Your annual report and last set of accounts
  • Brochures and flyers about your group
  • Any relevant newspaper clippings or media articles.

8. Honesty is the best policy

Outline your expectations of a prospective board member, including the amount of time you would expect them to dedicate to the board role as well as on other commitments - committees, volunteering, attending events etc.

Be upfront and honest so they can make an informed decision. If you withhold the truth it might come back to bite you.

9. Let them test the waters

An alternative to immediately putting somebody on the board could be to offer them the chance to serve on a sub-committee or advisory group. Giving them this opportunity to ease into your group will give them a greater chance to make an informed decision before diving in head-first.

10. Induction

This might not be a tip for attracting a diverse board member, but it is very important nonetheless.

Ensure your induction process is thorough and covers all the information a new board member will need to know. Assigning an existing board member as a 'mentor' to the new one is a great option.