Incorporating diversity, equity, and inclusion in the board’s composition
Every governing board should represent the community-at-large that your new nonprofit organization plans to serve. For example, you’re planning to locate your new nonprofit in Tucson, Arizona. Before you start recruiting board members, take the time to research the most recent US census demographics for the city, town, village, hamlet, or region where services will be provided. Table 3-1 takes a look at the most recent demographics for what ethnic groups are represented in Tucson’s population. Note: The board recruitment metrics to meet are calculated based on a 9-member board of directors. The number of board members should always be an odd number so that it’s easier to have a board member quorum (majority) in order to start meetings and have a majority of members present to take actions on resolutions.
Recruiting and selecting board members who align with the majority of the population is essential. However, your entire board composition cannot represent the majority. You also have to look at the demographics of the nonmajority groups. In the example I just presented, the two largest population groups are Whites and Hispanic or Latino. Therefore, starting to recruit from these two groups gives you six of the nine planned board members. The remaining three board vacancies should be filed with one member representing Blacks or African Americans, American Indians, and Asians. How would this composition change? It would change if your nonprofit organization weren’t serving all of Tucson, but instead was focusing on a census tract or neighborhood where one of the minority groups has the largest number of residents.
TABLE 3-1 Example Demographics for Tucson, Arizona
| Population Demographics | 2020 Population Estimates* | Board Recruitment Metrics to Meet |
| Male | 48.8% | 4 |
| Female | 50.2% | 5 |
| Total Board Members | 9 | |
| White | 71.2% | 4 |
| Black or African American | 5.2% | 1 |
| American Indian | 3.7% | 1 |
| Asian | 3.2% | 1 |
| Hispanic or Latino | 43.9% | 2 |
* Population estimates, July 1, 2020, US Census Bureau, State and County QuickFacts
Diversity incudes all the ways in which people differ, encompassing the different characteristics that make one individual or group (like a nonprofit board) different from another. Though diversity is often used in reference to race, ethnicity, or gender, the definition embraces a broader definition that includes age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance.Geographic diversity refers to the location(s) of the people you plan to serve. Funders want to know about zip codes, census tracts, specific states, counties, towns, and neighborhoods that will benefit from your services.
Equity is the fair treatment of, access to, opportunity for, and advancement of all people (this applies to your board of directors) while striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, including nonprofit organizations.
Inclusion is the creation of environments in which any individual or group (this applies to your board of directors) can be — and can feel — welcomed, respected, supported, and valued to fully participate. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people.
PERSUADING SOMEONE TO JOIN YOUR BOARD
Many people think a board member’s primary role is to raise money. In fact, a popular slogan addressed to board members who aren’t raising funds is “Give, get, or get off.” Harsh, isn’t it? Nonprofits can’t fulfill their purposes effectively without money, and board members who take an active interest in the organization’s financial vitality are important. But a board member’s role is broader than fundraising. Other roles include staying well informed about the organization’s work, selecting leadership, setting policies, planning, overseeing, and serving as an ambassador for the organization. Many highly skilled volunteers think they shouldn’t serve on boards because they aren’t wealthy, and this misconception represents a real loss to nonprofit organizations.
Some people are reluctant to serve on boards for other reasons, including personal and financial liability. However, unpaid volunteers who aren’t grossly negligent and who act in good faith have some protection under the Volunteer Protection Act of 1997 and may have additional protections under your state’s volunteer protection laws. If you need more information about the possible liabilities of board members and other volunteers, we suggest that you get in touch with BoardSource (www.boardsource.org) or your state’s association of nonprofit organizations through the National Council of Nonprofits (www.councilofnonprofits.org).
Organizations can protect their boards by purchasing directors’ and officers’ insurance (see Chapter 22). Generally, the organization’s creditors can’t come after its board members’ personal wealth for payment. An exception is that the IRS can hold board members financially accountable when organizations fail to pay payroll taxes. But even the IRS will work with an organization to develop a payment plan and schedule to catch up on taxes. People are right to take seriously the responsibility of board service, but nonprofit board work also can be fun and satisfying.
Keeping it fresh: Terms of service
Building a board should be a continuing process. Therefore, we highly recommend that your organizational bylaws specify terms of service. Two 3-year terms or three 2-year terms are the most common term lengths for board service. In most cases, bylaws allow reelection to the board after one year’s absence. Limiting terms of service helps you maintain a fresh supply of new ideas, which are more likely to come from people who are new to your organization. Plus, limiting terms of service can help you recruit new board members because your potential recruits know their time commitment is of limited duration.