Recruiting a diverse board isn’t just a nice-to-have; it’s a must-have. Diversity isn’t a buzzword; it’s about ensuring your nonprofit benefits from a variety of perspectives, skills, and experiences that better serve your mission. If your board looks, thinks, and acts the same, you’re setting yourself up for groupthink and missed opportunities. Worse yet, you’re probably alienating the very communities you’re trying to help.
In this article, we’ll break down the top reasons why nonprofits struggle to diversify their boards and, more importantly, how to fix it. We’ll cover actionable strategies backed by data that can help you recruit a more diverse group of leaders who bring unique skill sets, fresh perspectives, and underrepresented voices to the table.
Over-reliance on Existing Networks
Let’s face it—most board recruitment is still done through word of mouth. Board members tap their networks, ask around, and usually end up with people they know or are connected to. The result? A homogenous board that looks the same thinks the same and reinforces the status quo.
The Data
According to BoardSource’s 2021 “Leading with Intent” report, 83% of nonprofit board members are white, and over half of nonprofits say that their board does not represent the communities they serve. That’s a glaring mismatch and points directly to the comfort zones that boards rely on for recruitment.
Practical Actions:
Expand Beyond Traditional Networks: This sounds obvious, but it takes intentionality. Partner with organizations that specialize in diverse leadership pipelines, like The Board Match or the Association of Black Foundation Executives (ABFE). Seek out affinity groups that represent underrepresented demographics and professional backgrounds to tap into new networks.
Formalize Your Recruitment Process: Don’t just ask current board members to refer friends. Create a structured recruitment strategy. Use targeted outreach, public announcements, and social media to ensure your open board positions are reaching new, diverse candidates. It’s about casting a wider net, not just looking within your inner circle.
Unclear Understanding of Needed Skills
Many nonprofit boards lack clarity on what they actually need. As a result, they recruit generalists, people who are passionate but may not bring the specific skill sets that the board desperately requires. Without diverse skills—whether it’s financial acumen, marketing expertise, or community organizing—you’re missing out on critical insights.
The Data
Research from McKinsey found that diverse teams are 35% more likely to outperform less diverse teams. Yet, many nonprofits still undervalue the importance of recruiting members with distinct, professional skill sets. A report from Deloitte shows that 64% of board chairs recognize that their boards lack the technical skills necessary for effective governance. This is not just about “checking boxes” for diversity; it’s about getting the right tools in the toolbox.
Practical Actions:
Conduct a Skills Audit: Use tools like a board matrix to evaluate what skills your current members have and what’s missing. This can include everything from legal expertise to lived experience in the communities you serve. Once you know the gaps, you can recruit to fill them rather than relying on whoever is available.
Prioritize Skill-Based Recruiting: Be transparent in your recruitment materials. Specify the skills you need in your new board members, whether that’s fundraising, digital marketing, or advocacy experience. People with these backgrounds will be more inclined to step forward when they know exactly what’s expected.
Failure to Connect with Underrepresented Communities
If your board doesn’t reflect the communities you serve, you have a problem. Lacking representation means you’re not getting firsthand insight into the needs, challenges, and opportunities facing those communities. This not only leads to misguided decision-making but also undermines trust and credibility.
The Data
According to the National Council of Nonprofits, organizations that reflect the communities they serve are far more effective in their mission delivery. Moreover, the Nonprofit Diversity Practices Report by the Urban Institute shows that nonprofits with more diverse boards are better at innovation and more financially successful. Diversity isn’t just good optics—it drives performance.
Practical Actions:
Engage in Community Partnerships: Work with local leaders, grassroots organizations, and advocacy groups to identify board candidates who are deeply connected to the communities you serve. This doesn’t just mean putting someone on the board to check a box—it means recruiting people who live and breathe the mission of your organization.
Create a Welcoming and Inclusive Board Culture: Recruiting diverse members is just the first step. You also need to ensure your board culture is one that values diverse opinions and fosters an inclusive environment. Implement practices that amplify marginalized voices in board discussions, and provide ongoing education to board members on topics like unconscious bias and inclusive leadership.
Concerns About “Fit” and Unconscious Bias
How often have you heard, “I’m just not sure they’d be a good fit”? This phrase can be a smokescreen for unconscious bias. Board members often recruit people who look, think, and act like themselves because they believe it’ll be easier to work together. But this fear of challenging the status quo is exactly what holds nonprofits back.
The Data
A report by Stanford Social Innovation Review reveals that unconscious bias is one of the biggest barriers to creating diverse boards. Furthermore, Harvard Business Review found that diverse teams make decisions 60% faster than non-diverse teams, despite the misconception that diversity leads to more conflict.
Practical Actions:
Train Your Board on Unconscious Bias: There are plenty of resources and consultants who specialize in this. Bringing in an expert to facilitate an honest conversation about biases can help your board recognize where they’re falling short. This opens the door to a more objective recruitment process.
Challenge the Concept of “Fit”: When the question of fit comes up, dig deeper. Why don’t you think this person is a fit? Is it because their ideas are different from yours? Do they have a communication style that challenges the norm? Challenging your own assumptions can lead to more diverse and dynamic boards.
Board Members Don’t See Diversity as a Priority
Often, the drive for diversity comes from leadership, but it isn’t necessarily embraced by the board as a whole. If the current members don’t see the value, it’s unlikely they’ll prioritize recruiting diverse members. Without buy-in, your diversity efforts will stall before they even start.
The Data
The BoardSource report showed that only 25% of nonprofit CEOs believe their boards place a high value on diversity. That’s a huge disconnect between leadership and governance, which can undermine an organization’s ability to be truly inclusive.
Practical Actions:
Set Diversity Goals and Hold the Board Accountable: Make diversity a measurable objective for the board. Set clear goals for recruiting board members from underrepresented backgrounds, and tie those goals to performance evaluations for the board as a whole. If you treat diversity like any other strategic priority, it becomes less of a “nice-to-have” and more of an imperative.
Champion Diversity from the Top Down: Board chairs and executive directors need to set the tone. If the leadership isn’t championing diversity, no one else will. Encourage open conversations about why diversity matters and the tangible benefits it brings to the organization. Create a sense of urgency and commitment around making it happen.
Diversifying your nonprofit board is not just a moral imperative—it’s a strategic one. Organizations that embrace diversity across skills, perspectives, and demographics are better equipped to innovate, solve complex challenges, and engage the communities they serve. By expanding your networks, prioritizing skill-based recruiting, and fostering an inclusive culture, you can ensure that your board truly reflects the values and needs of your mission.
The time to act is now. Diversity isn’t something you can put off for the next recruitment cycle. It’s something your nonprofit needs to thrive today. So, ditch the excuses, challenge the status quo, and build a board that’s ready to make a real impact.
Here are some valuable resources that you can explore to deepen your understanding of board diversity and enhance your organization’s recruitment strategies:
The Culturally Conscious Board: Setting the Boardroom Table for Impact
by Jennifer M. Jukanovich and Russell W. West
This book provides insights into the impact of diverse boards on organizational performance and offers strategies for effective recruitment.
Boost Your Nonprofit Board: A Diversification Guide: Board Diversity
by Ali Levine
A practical guide for board members on advocating for and implementing diversity within their organizations.
BoardSource’s Leading with Intent Report
This annual report provides comprehensive data on nonprofit board practices, including diversity trends and best practices.
Diversity, Equity, and Inclusion in Nonprofit Organizations by Nonprofit Learning Lab
This course explores the fundamentals of DEI and how to implement these principles in nonprofit governance.
Unconscious Bias Training by The NeuroLeadership Institute
This training helps board members recognize and mitigate unconscious biases in decision-making processes.
Diversity Toolkit by The Nonprofit Leadership Alliance
A comprehensive toolkit that includes resources, templates, and best practices for promoting diversity in nonprofit leadership.
Board Match Program by The Center for Nonprofit Advancement
An organization that connects nonprofits with diverse board members, helping to create more inclusive governance.
Association of Black Foundation Executives
A resource dedicated to increasing philanthropy in Black communities and promoting diversity in leadership across the sector.
