Rethinking Boards: Diversity, Equity, and Inclusion in Nonprofits

Hello, nonprofit leaders! Today, we’re diving into the crucial topic of diversity, equity, and inclusion (DEI) within nonprofit boards. It's something many of us have pondered, especially when considering the lack of representation from marginalized groups and the limited understanding of diverse community needs. Let's explore why DEI is essential for effective decision-making and how we can rethink the traditional board structure to better support these values.

Why Diverse Perspectives Matter in Decision-Making

When we talk about DEI in decision-making, there are two key aspects to consider.

1. Justice and Equity in Practice: Many nonprofit missions focus on promoting justice, equity, or fairness. Therefore, it's essential that our own practices reflect these values. This means ensuring diversity, equity, inclusion, and accessibility within our organizations.
2. Better Decision-Making with Better Data: Diverse perspectives lead to better data, providing a clearer picture of the issues we aim to address. When decision-makers come from varied backgrounds and experiences, they bring unique insights that can lead to more informed and effective decisions.

Moreover, our organizations inherit the biases and inequities present in the broader society. To create truly equitable nonprofits, we must proactively address these systemic issues, starting with our decision-making processes.

The Humanitarian Importance of DEI

From a humanitarian perspective, DEI is not just a strategic advantage but a moral imperative. Here’s why:

• Human Dignity: Every individual deserves to be treated with dignity and respect. Embracing DEI ensures that all voices are heard and valued, reinforcing the fundamental principle that everyone is worthy of equal consideration.
• Social Justice: Nonprofits often work towards social justice, striving to correct historical and systemic inequalities. By integrating DEI into your organization, you actively contribute to building a more just and equitable society.
• Empowerment and Representation: Marginalized communities frequently face barriers to participation in decision-making processes. Prioritizing DEI helps dismantle these barriers, empowering individuals from all backgrounds to influence and shape the direction of your organization.

The Historical Context of Board Structures

I became frustrated with how many boards struggled to make meaningful contributions to their organizations. My search for an effective board job description led me back to the 1600s and the formation of Harvard in 1636. The job description we use today has its roots in a system designed to give wealthy Protestant newcomers maximum decision-making power and influence.

This system, created to consolidate power among a privileged few, is inherently biased and inequitable. By continuing to use this outdated model, we perpetuate these biases within our organizations.

Reducing Board Power to Increase Equity

Rather than focusing solely on diversifying your board, consider reducing the decision-making power of your board altogether. Here’s why:

• Impact of Reduced Board Power: When the board has less decision-making power, the lack of diversity among board members has a significantly reduced impact on the organization.
• Empowering Staff: Shifting decision-making power to your staff allows for a more equitable distribution of influence. Staff members, who are more deeply involved in day-to-day operations, are better positioned to create and maintain a culture of diversity, equity, and inclusion.
• Durability Against Bias: Staff members can develop systems and structures that are more resilient against systemic biases and promote a more inclusive environment.

Steps to Implement Change

1. Evaluate Current Practices: Assess how your current board structure and practices may be perpetuating biases and inequities.
2. Redistribute Decision-Making Power: Shift most of the decision-making responsibilities from the board to the staff. This empowers those who are more intimately involved with the organization’s operations to drive change.
3. Promote DEI within Staff: Focus on creating a diverse, equitable, and inclusive workplace among your staff. This will have a broader impact than simply diversifying your board.
4. Retain Some Board Decision-Making: For the few decisions that remain within the board’s purview, strive to ensure diversity, equity, and inclusion. However, remember that the primary shift should be towards empowering staff.

Final Thoughts

Rethinking the traditional board structure can significantly enhance your organization’s ability to promote diversity, equity, and inclusion. By reducing board power and empowering staff, you can create a more equitable environment that better serves your mission.

For more insights on transforming your board, join my free training, "3 Secrets to Prevent Burnout & Keep Your Board Engaged" You can access it on demand and share it with your board members.

About the Author

Sarah Olivieri is a coach and trainer for nonprofit leaders, helping them achieve greater impact with less overwhelm. She is the creator of The Impact Method®️, a powerful framework that helps nonprofits simplify operations, improve capacity, and build aligned teams. Sarah has over two decades of nonprofit leadership experience, is the founder of PivotGround, and hosts the Inspired Nonprofit Leadership Podcast. She also writes a weekly newsletter with tips for nonprofit leaders, which you can access at inspirednonprofitleadership.com/signup. Learn more about working with Sarah at PivotGround.com.