Dear white board members:
You're sitting on some amazing boards. They offer you access to new networks, intellectually stimulate you, and give you the opportunity to give back to the world. But some of you are sitting on far too many; you can't be effective on more than a handful of boards.
And realistically, too many of those boards are white-dominated, and more specifically white-male-dominated. A 2017 report by Board Source indicated that 90 percent of chief executives and 84 percent of board members self-reported as white. In fact, 27 percent of nonprofit boards reported as all-white.
Some question whether the current structure of nonprofit governance is serving anyone well. Here's the thing: You can advance equity — right here, right now.
Instead of putting out more statements about Black Lives Matter, why not take action? The amazing thing is that you don't need others' consent to do it! Just QUIT YOUR SEAT. Free up the space for Black, Indigenous and people of color (BIPOC) leaders to engage.
What's holding you back?
Myths you tell yourself:
1) I am a big contributor and/or fundraiser for this organization — it would hurt them financially if I stepped off the board.
Fact: You can contribute and fundraise for an organization AND not sit on the board…
There is no reason for you to stop donating to and championing this great cause just because you resign from the board. In fact, it's critical that you continue to give in light of all of today's financial uncertainty.
2) We might not have racial diversity, but we have diverse backgrounds and skill sets. And I'm filling a unique role (e.g., legal, finance/accounting, HR, etc.).
Fact: There are extraordinarily talented people of color in your field, who could not only support in that space but also benefit personally from the exposure and connections that come with board service. And a lot of those talented folks are not being asked to sit on any boards — what a missed opportunity.
3) We just can't move that fast on board diversity without potentially creating major disruption.
Fact: "It's all right once you're in." Much like entering a cold lake, things may feel very uncomfortable at first but they get better the further you go. And so long as you delay, you are only perpetuating the norms of white supremacy that deny BIPOC leaders access in the first place. Plus, the data clearly demonstrates the benefit of diversity in board membership to organizations and businesses (see the W.K. Kellogg Foundation's "The Business Case for Racial Equity").
Don't tell your CEO or executive director to take diversity and inclusion seriously, and then refuse to take action yourself — action you know is desperately needed when you look around the table. If stepping down leaves you feeling unfulfilled, consider where you might offer your time, talents, treasures and connections to support BIPOC-led businesses and organizations.
It's like signing the "Billionaire's Pledge" — you want to be among the first to do it, not the last. And don't just resign from the board; push yourself to identify some of the awesome BIPOC talent to replace you — specifically individuals who haven't been asked to serve on a board before.
This act will pay dividends of a different kind, and you and the business or nonprofit you serve will be better off for it. And if you don't have BIPOC names to replace you, don't worry, we can help.
Alok Sharma (left) is founder of Sharma Analytics and serves on the board of Nonprofit Enterprise at Work. Tammie Jones is an executive in residence with EarlyWorks LLC and a board member of Detroit Parent Network and Cody Rouge Community Action Alliance, organizations whose boards are majority African American and reflect the communities they serve.
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August 30, 2020 at 11:03AM
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White board members can do their part to add diversity - Crain's Detroit Business
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