10 questions women should ask about joining a board
1. What is the current gender diversity on the board, and how does it compare to other organisations in the sector?
Why ask this? Understanding the current makeup of the board provides insight into whether the organisation values gender diversity and whether there is room for a woman board candidate’s perspective. Comparing it to other organisations in the sector gives context for industry standards and potential areas for improvement.
2. What specific skills and perspectives are you currently lacking on the board that new board members might bring?
Why ask this? Identifying these gaps helps in recruiting diverse talent that complements existing expertise, so that women are not joining the board in replication of existing skills, as a token woman, but in their own right as experts around the table. This approach fosters innovation, mitigates risks, and strengthens the board’s ability to navigate complex challenges,
3. What is your recruitment process?
Why ask this? Many recruitment practices are not intentionally biased against women. However, they can include relying on informal networks that largely exclude women, using gender-biased language in job descriptions, and setting unrealistic or irrelevant experience requirements. Lack of transparency in the recruitment process, not advertising positions widely, and failing to address unconscious biases in selection can also deter female candidates.
4. What internal biases might the organisational board have?
Why ask this? An example of an internal bias is the preference for candidates who fit the traditional "executive profile," often associated with male-dominated traits like assertiveness and risk-taking. Alternatively, there might be a general socio-economic level which is represented by all of the board members.
5. How does the board culture and meeting practices support or hinder the inclusion and participation of women?
Why ask this? Sometimes culture is invisible and board members are unaware of ingrained practices which are off-putting to people around the table. Encouraging all members to voice their opinions without interruption fosters a welcoming environment. Conversely, allowing a few members to dominate discussions in meetings can marginalise female voices. Relying on informal, possibly male-dominated networks for decision-making can exclude women. Accommodating diverse schedules can make participation easier for those with caregiving responsibilities and not doing so can impact on the diversity of the board.
6. Who is responsible for measuring progress towards achieving gender diversity on the board?
Why ask this? It’s easy for things to fall into the ‘too hard basket’ and fall off the agenda entirely unless you establish a goal and a way to track progress against it. By establishing a goal, it also helps everyone to be on the same page regarding how to prioritise this work.
7. What policies and initiatives can we implement to ensure sustained gender diversity and inclusion at the board level?
Why ask this? Policies and initiatives formalise the commitment to diversity, driving proactive efforts to identify, recruit, and – importantly - retain female board members. They also help challenge any existing biases within recruitment and selection processes, ensuring a more equitable approach that opens opportunities for qualified women.
8. How do we ensure that our board's commitment to gender diversity is clearly communicated and understood throughout the organization and to external stakeholders?
Why ask this? Ensuring the board's commitment to gender diversity is clearly communicated helps to reinforce organisational values and fosters a culture of inclusivity. It demonstrates accountability to stakeholders, enhances the organisation’s reputation, and encourages a broader range of perspectives in decision-making.
9. What lessons can we learn from other not-for-profits or organisations that have successfully increased female representation on their boards?
Why ask this? Learning from successful peers provides proven strategies and actions. Ensuring you have asked other organisations about what did not work for them will help you avoid common pitfalls.
10. How does the board ensure that all members, regardless of gender, have equal opportunities on the board?
Why ask this? A focus on inclusivity and fairness for all board members, regardless of gender, is important. It prompts discussion about the organisation's commitment to providing opportunities for growth and responsibilities based on merit and capability rather than convenience, habit or gender.