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Inclusive Governance: Board culture change


Recruitment of individuals from underrepresented backgrounds is an important step for charities to take; however, it is also of paramount importance for charities to consider the culture within the organisation. When recruiting to the trustee board, considering the readiness of both the charity and the individuals will also ensure that individuals are recruited and retained within the charity. Outlined below are points for charities to consider.


1. Training and induction support

Trustee training is an important element when considering changing the culture of an organisation, as it ensures that all individuals have a complete understanding of the charity’s values. This will also ensure that trustees are aware of the codes of conduct as well as any Equity, Diversity and Inclusion policies or procedures that are in place.


2. Strategic planning

Having a strategic plan in place also ensures that the charity is in a position to obtain the necessary information, formulate a long term plan, assess performance against objectives, as well as evaluate and implement changes to ensure that progress continues to be made.


3. Measuring inclusion

The measurement criteria in place should take into consideration representation, i.e. the quantitative aspects such as the number of individuals recruited to the board, as well as inclusion i.e. the qualitative aspects, such as the experiences of individuals on the board.


When individuals are supported they are more likely to continue serving as trustees on the board – this will benefit the charity, as it will reduce the administrative burden caused by recruiting trustees on a regular basis and minimise the costs associated with recruiting through recruitment consultancy organisations.



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