How can you ensure that your board is inclusive of all members?

In a world where social and environmental issues are becoming more urgent and complex, corporate social responsibility (CSR) is no longer a nice-to-have, but a strategic imperative for businesses. And one of the key drivers of CSR is the board of directors, who set the vision, values, and goals of the organization. But how can you ensure that your board is inclusive of all members, and reflects the diversity of your stakeholders, customers, and society at large? Here are some tips to help you create a more inclusive board culture.

1 Assess your current situation

Before you can make any changes, you need to understand where you are and where you want to go. Conduct a self-assessment of your board's composition, performance, and dynamics, and identify any gaps or challenges in terms of diversity and inclusion. For example, you can use tools such as the Global Board Diversity Tracker by Egon Zehnder, or the Board Diversity Policy Matrix by the Canadian Coalition for Good Governance, to benchmark your board against best practices and standards. You can also solicit feedback from your board members, staff, and external stakeholders, to get a holistic perspective on your board's strengths and weaknesses.

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Holly Wittenberg

Expert in Strategic DEI & Management Consulting | Championing Diversity Initiatives for Cross-Industry Value | Proven Organizational Growth Specialist
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The present board should assess its objectives and align strategies accordingly. We suggest starting by identifying the skills and expertise your board requires and then seeking out the suitable talent to fulfill those requirements. There's an abundance of highly skilled professionals with diverse backgrounds available to meet your needs, but it's crucial to let your strategy steer your selection process.

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2 Define your goals and criteria

Once you have a clear picture of your current situation, you can set realistic and measurable goals and criteria for improving your board's diversity and inclusion. For example, you can decide on the optimal size, structure, and tenure of your board, and the desired mix of skills, backgrounds, experiences, and perspectives that you want to have. You can also establish specific targets and timelines for achieving a more balanced representation of gender, ethnicity, age, disability, and other dimensions of diversity. And you can define the values and behaviors that you expect from your board members, such as respect, openness, collaboration, and accountability.

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3 Revise your policies and processes

To achieve your goals and criteria, you need to revise your policies and processes to ensure that they support and promote diversity and inclusion. For example, you can review and update your board charter, bylaws, code of conduct, and other governance documents, to incorporate diversity and inclusion principles and commitments. You can also revise your board recruitment, nomination, and evaluation processes, to ensure that they are transparent, fair, and inclusive, and that they attract and retain diverse and qualified candidates. And you can provide regular training and education for your board members, to enhance their awareness, skills, and competencies in diversity and inclusion.

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4 Engage your stakeholders

One of the benefits of having a more diverse and inclusive board is that you can better understand and respond to the needs and expectations of your stakeholders, such as your employees, customers, suppliers, investors, regulators, and communities. But to do that, you need to engage your stakeholders in a meaningful and ongoing way, and listen to their feedback and input. For example, you can conduct stakeholder surveys, interviews, or focus groups, to learn about their views and concerns on your CSR strategy and performance. You can also invite them to participate in your board meetings, events, or committees, to share their insights and experiences. And you can communicate your board's diversity and inclusion efforts and achievements, to build trust and credibility.

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Holly Wittenberg

Expert in Strategic DEI & Management Consulting | Championing Diversity Initiatives for Cross-Industry Value | Proven Organizational Growth Specialist
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You might want to connect with prominent organizations like 50/50 Women on Boards, Catalyst, the 30% coalition, and Women Corporate Directors. They have conducted extensive stakeholder research on this subject, which can be a valuable resource in streamlining your environmental scan and stakeholder analysis, potentially saving you a significant amount of time. Consider making a donation while you are at it!

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5 Monitor and evaluate your progress

Finally, you need to monitor and evaluate your progress towards your diversity and inclusion goals and criteria, and make adjustments as needed. For example, you can use indicators and metrics, such as the percentage of women or ethnic minorities on your board, the number of board meetings or decisions that involve stakeholder input, or the level of board satisfaction or engagement, to measure your results and impact. You can also conduct regular audits, reviews, or reports, to assess your compliance and performance against your policies and processes. And you can celebrate your successes and learn from your challenges, to foster a culture of continuous improvement and innovation.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Dr Reji Kurien Thomas

I Empower Sectors as a Global Tech & Business Transformation Leader| Stephen Hawking Award| Harvard Leader | UK House of Lord's Awardee | Fellow Royal Society | CyberSec I 169x LinkedIn Top Voice | CCISO CISM
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Ensuring an inclusive board in CSR involves deliberate actions. In a recent project, we restructured our board to represent a wider range of perspectives. We actively recruited members from diverse backgrounds, including different industries, cultural backgrounds, and age groups. To facilitate inclusivity, we implemented a rotating chair system, allowing each member to lead meetings and bring their unique insights to the forefront. We also introduced training sessions on diversity and inclusion for all board members, fostering a culture of understanding and respect. Regular feedback sessions were held to ensure all voices were heard and considered in decision-making.

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Holly Wittenberg

Expert in Strategic DEI & Management Consulting | Championing Diversity Initiatives for Cross-Industry Value | Proven Organizational Growth Specialist
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Recently, I had a conversation with a director regarding board diversity. She pointed out the current trend of incorporating "cyber" experts, but she emphasized the importance of including well-rounded business "athletes" and engaging consultants for profound subject matter expertise.

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How can you ensure that your board is inclusive of all members?

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2

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1 Assess your current situation

2 Define your goals and criteria

3 Revise your policies and processes

4 Engage your stakeholders

5 Monitor and evaluate your progress

6 Here’s what else to consider

Corporate Social Responsibility

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How can you ensure that your board is inclusive of all members?

1

2

3

4

5

6

1 Assess your current situation

2 Define your goals and criteria

3 Revise your policies and processes

4 Engage your stakeholders

5 Monitor and evaluate your progress

6 Here’s what else to consider

Corporate Social Responsibility

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