Board Diversity and Representation

Nonprofit board diversity is an important issue for leaders to discuss. I emphasize important to discuss rather than immediately saying important to attain, because research findings are rather conflicting on this topic. Some describe diversity as a necessary component of successful board leadership because diversity leads to diversity of opinion, which leads to broader input, which leads to better decision-making outcomes. Many of us are inclined to believe this, partly because we want to believe it. However, other studies have concluded that homogenous boards are more quick to come to consensus, have less conflict, and therefore operate more efficiently and effectively.

These studies will likely continue to have conflicting results because there are strengths and weaknesses both in purposeful diversity and in maintaining homogeneity. This is not likely to change, which is why I think it is important for nonprofit boards to first be clear on who they are serving and who has a stake in the organization. The discussion should be centered around these questions, and then form a diversity plan or at least set diversity goals for the board and other areas of leadership and participation in the organization, based on the answers.

Many of us, when asked about diversity, first think of racial diversity. Racial diversity is one of many types of demographic diversity that a board should consider, but the inclusion should not be limited to race. All sorts of characteristics and backgrounds may be considered demographic diversity. The demographics most often tied to organizational diversity are the Equal Employment Opportunity Commission protected classes. Examples of these classes are:  age, disability, national origin, race/color, religion, and sex.

In addition to demographic diversity, a board's discussion of diversity should also include functional diversity. Most boards area already strong on functional diversity because of the various skills and connections needed on a nonprofit board. Functional diversity may include characteristics such as profession, experience, skills, and specialties. A simple needs assessment of the board should reveal any gaps in functional diversity, such as needing someone with financial management, budgeting or legal expertise.

As with demographic diversity, it is also important to consider mission and goals when assessing functional diversity. Most nonprofit boards need people with the previously mentioned professional backgrounds, but if your nonprofit mission is centered around educational or healthcare services or the arts, you should also have members from these professional, functional areas.

Generally, nonprofit board members already have a solid understanding of demographic diversity, and they understand functional diversity because it has more tangible benefits and is traditionally the most common example of existing of board diversity. But even with a broader understanding of diversity, it can still be difficult for a board to establish clear diversity goals, and to come up with goals that are clearly tied to mission, clientele, community, and stakeholders.

What in my mind encompasses (but doesn't replace) elements of the demographic and functional diversity frameworks is board representativeness, where board members represent the constituency, and in similar proportion to the makeup of that constituency whether that be socioeconomic status, gender, education level, race, affiliation, etc. Judith Miller wrote in Perspectives on Nonprofit Board Diversity, published by BoardSource:

An implicit assumption exists that a diverse board is a more representative board. This simply is not the case. The distinction between demographic diversity and meaningful representation must be insisted upon if either is to be accomplished. Critical examination of the concept of representativeness shows how externally imposed diversity requirements are important but not sufficient to achieve meaningful representation.

Representation is a less ambiguous goal for nonprofit boards than "diversity." Seemingly, this would also make representation more measurable and possibly more easily attainable for nonprofit boards. As stated, representative diversity shouldn't take the place of other diversity initiatives, but it might be the best place for a board to start.