It's long past time to get serious about Trustee diversity

Thanks to our associate Ian Seath of Improvement Skills Consulting, we recently read a report from Reach Volunteering on Trustee diversity. A statistic that shocked us was the huge disparity between different ethnic groups in the chances of being appointed as a Trustee. Just under 25% of white candidates are successful with all other ethnic groups languishing in the mid-teens or lower.

This tells us that, even when people from non-white groups apply for Trustee positions, they are significantly less likely to be appointed. While there could be many reasons for this, we cannot help but be left feeling that significant unconscious (and maybe conscious) biases are at play here. This is something the charity sector should be thoroughly ashamed of.

Diversity has long been an issue for charity boards. In 2017 the Charity Commission found that 92% of Trustees are white, two-thirds are male and the average age is between 55-64 years old. Reach’s data shoes that some progress is being made through open recruitment of Trustees but there is such a long way to go.

Why does diversity on Trustee boards matter?

First and foremost because it is morally right that the sector eliminates discrimination of any kind. Charities cannot hold the moral high ground on the myriad issues they care about if the sector continues to be undermined in this way.

Beyond the moral imperative, diversity is essential to:

• ensure beneficiaries’ views are properly represented in governance and strategy;

• avoid group think and stimulate creativity and innovation;

• support fairness and openness in charities dealings with beneficiaries and stakeholders; and

• increase public confidence and accountability.

Of course, it’s not an easy issue to “solve”, and it’s hard to make rapid improvements; the factors at play are numerous and complicated. But we must all make the effort.

Here are a few ideas for what small and medium-sized charities can do to address a lack of diversity in their governance:

• Engage with people who have lived experience of your cause. Ask about their experiences and what might encourage people from diverse backgrounds to get involved as Trustees.

• Use open methods of recruitment and effective selection processes for choosing new Trustees. In particular, avoid relying on word of mouth if you want to reach people from different communities to those already represented on your Board.

• Consider using specialist recruitment channels, many of which are free (e.g. LinkedIn groups).

• Make sure to specify clearly the skills and experience you are looking for when recruiting Trustees and make positive, encouraging statements about your commitment to diversity.

• Set terms limits for Trustees (in line with the Charity Governance Code), to avoid the Board becoming “stale”.

• Make sure meetings are organised to be accessible and convenient for everyone and ensure you have positive working relationships on the board.

• Monitor diversity and respond positively and quickly when weaknesses are identified.

• Seek independent input, by asking people outside your charity what they think you could do better. There are some great diversity experts out there who can help, at limited cost, or it could be as simple as asking the people you are engaging with who have lived experience to offer their reflections.

Most importantly, don’t let the complexity and scale of the challenge put you off. If it feels like eating an elephant, just remind yourself that the only way to do that is a bite at a time. So take some bites, no matter how small they might seem at first.

To find out more about the governance support and training we offer, please contact us at julian@almondtreeconsulting.co.uk to arrange free initial telephone discussion.