Usually, when diversity is introduced as a necessary component of well-functioning boards, the reference is to token racial placements or public appeals to selected demographics the organisation serves. The value of reaching a significant or relevant contingent shouldn’t be ignored, but presuming such a candidate will automatically address this need based on surface appearances or presumed similarities can backfire.
More important are board members who bring a wide range of valuable expertise to the board. Law, finance/accounting, business, entrepreneurial, process or organisational management, communications, fundraising, and compliance are just some examples of the critical skillsets which bring effective representation to nonprofit boards.
It is an unfortunate circumstance that we don’t always get to be choosy regarding who shows up for board service, especially in smaller organisations. Here it is best to extract the cream from the crop of applicants.
More important are board members who bring a wide range of valuable expertise to the board. Law, finance/accounting, business, entrepreneurial, process or organisational management, communications, fundraising, and compliance are just some examples of the critical skillsets which bring effective representation to nonprofit boards.
It is an unfortunate circumstance that we don’t always get to be choosy regarding who shows up for board service, especially in smaller organisations. Here it is best to extract the cream from the crop of applicants.