FROM HERE TO DIVERSITY - A Practical Guide to recruiting Black and Asian charity trustees
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From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 1 FROM HERE TO DIVERSITY A Practical Guide to recruiting Black and Asian charity trustees Proudly Sponsored by:
2 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 3
ACKNOWLEDGEMENTS FOREWORD
This Guide has been made possible by the hard work and The lack of diversity on trustee boards We believe this is where Black and
generosity of many people who have volunteered time, support has long been a significant challenge Asian Trustees of all ages can add
substantial experience, knowledge
and funding to help me get my initial idea off the ground. for our sector. and leadership. This Guide is a real
step forward to making this happen.
It will help charities build their Board
We’d particularly like to thank the energy, expertise and commitment to • Kai Adams All too often, charities have relied But why does it matter? diversity while also supporting
Co-op Foundation for their generous supporting this work over the last two • Louise Sneiders on trustees that are pulled from a The Co-op Foundation is Co-op’s potential trustee candidates on
and farsighted grant funding for years. Without them, the campaign • Mita Desai small talent pool of candidates to charity. We help people challenge their journey to trusteeships. We are
the campaign, Charity People for would not have got to where it is now. • Nick Billingham the detriment of diversity in ethnicity, inequality and co-operate for change absolutely delighted to see it come
generously funding the design of this The following individuals – and the • Penny Wilson gender, age and lived experience, so they can share a fairer future. to life today as part of the Action for
Guide, and of course Getting on Board many more listed on our website – including from the LGBTQ+ Trustee Racial Diversity campaign’s
for being the charity host for the Co- have been sources of endless support, I’m also very grateful to Georgia Lea, community. This fairer future can start in aim to facilitate 10,000 more Black and
op Foundation grant and a brilliant advice and passion. Thank you. Starling Communications, whose communities, it can start in schools, in Asian trustees by 2026.
supporter. tactful and diligent editing has That’s why in 2019, the Co-op partnerships or in work. But it can also
• Amelia Lee hopefully helped make this Guide Foundation made our first steps into start in charities where there is a well- Thank you to Malcolm and the team
Huge thanks also to the many • Cordelia Osewa-Ediae a reasonably good read and to Tim tackling this inequality by awarding documented inequality in leadership. for bringing this together. It will
volunteers - totalling more than 20 of • Janet Thorne Brann and Emma Kennedy Flanagan funding to the Young Trustees In fact, research shows that only 8% of make a difference by helping to build
them over the last two years of the • Jim Cooke at OXygen for doing a great job with Movement to help double the number trustees in UK charities are from Black more effective charities who can in
campaign - who freely gave their time, • Joe Saxton the design! of trustees aged under 30 by 2024. It’s and Asian backgrounds and fewer turn support and enable stronger
also why last year we were excited to than 3% are “women of colour”. communities.
speak to Getting on Board and Action
for Trustee Racial Diversity about the We have to overcome this if we want We look forward to working together
Supported by: work they were doing to increase the to build a charity sector that is best so the Co-op Foundation can build our
number of Black and Asian trustees. equipped to tackle inequalities in learning and continue to improve the
their own communities. While I’m diversity of our own Board. We also
Discussions between our teams were confident that all trustees volunteer have work to do, and we’re committed
so aligned and so impactful that their time to the best of their abilities, to getting better.
just weeks later our trustees agreed all too frequently a Board‘s overall life
a £20,500 grant to help develop this experiences can lack the diversity of Read more about how we’re tackling
Guide and to support other important the communities they are looking to inequality at the Co-op Foundation at
activities for the campaign. support. www.coopfoundation.org.uk
Jamie Ward Smith
Chair, Co-op Foundation
4 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 5
PREFACE “I just wanted to thank
you again for your
About Action for Trustee Racial
Diversity (ATRD)
time and expertise..
ATRD is a volunteer-led independent campaign working with cross sector
You gave us some real partners to address the under-representation of people from Black and
insight and I feel we Asian backgrounds on charity trustee Boards.
had some very useful
discussions, both with We aim to support charities to bridge the 6% under-representation gap
(from 8% to 14%.) by recruiting an additional 10,000 Black and Asian trustees
you and amongst
by 2026. We will achieve this by:
ourselves.”
• Producing a practical Guide for charities on how to recruit Black and
Debbie Gibbon Asian trustees.
Malcolm is the Founder of Action for and solutions for charities genuinely Telford CVS • Developing and making available to charities a unique live database of
Trustee Racial Diversity
looking to take firm strides towards Black and Asian network organisations across sectors and spanning the
increasing their diversity. I very much UK to address the key issue of charities’ lack of access to more diverse
hope that if this Guide is still in wide Hopefully, in the not too distant future, networks.
Throughout 2020, the lessons of backgrounds on charity trustee use in 2026 – five years from the time we’ll all be “experts” in understanding • Raising awareness of the benefits of racially diverse trustee boards
Covid and the messages and drive Boards. One of our first activities of writing – ATRD and its supporters and knowing how to tackle racial and the skills, experience, including lived experience, and different
instilled by key events including the was to carry out a mapping survey will be able to paint a brighter and inequalities in the charity sector. perspectives which trustees from Black and Asian backgrounds would
Black Lives Matter movement and the to understand better the barriers more optimistic picture of the sector. Significantly, at the time of writing, bring.
shocking murder of George Floyd in and challenges to the lack of racial the campaign has been approached • Helping to remove the barriers which people from Black and Asian
the USA have served to highlight the diversity on charity boards. Though other guides have addressed by over 70 organisations seeking help backgrounds face in seeking to become charity trustees.
significant racial disparities in the UK charity Board diversity more broadly, to increase the racial diversity of their
and bring them to the forefront of the Our findings painted a fairly bleak this is the first that offers specific Boards. This figure increases every
public agenda. Commentators on picture. They showed that all too practical advice and guidance on week.
these globally important events have often other organisational priorities increasing the racial diversity of N.B. The term “BAME” is used in this Guide by many of the Black and Asian
spoken of them as a moment in time, take precedence over diversity and charity Boards. We hope that you We hope that you will find this Guide Minority Ethnic organisations listed in the ATRD campaign database of
a catalyst for change. that good practice is not being shared will find this Guide useful and that its useful, that it helps to shape and Black and Asian network organisations. It is their description of themselves
widely or known about. It was clear visible impact inspires similar efforts inform your approach for your future and not a term which this Guide will use otherwise. We will use “Black
Whilst we see that an increasing to us that there was an overwhelming on behalf of other groups which trustee vacancies, and achieve a and Asian” as, in the opinion of ATRD, those groupings primarily cover the
number of charities are taking up need for more access to, and indeed are similarly under-represented on visible impact on the face of trustee ethnic minority groups which this campaign is specifically championing.
the challenge of positive action and knowledge of, Black and Asian trustee Boards, such as people with boards across the UK. We understand fully that others will prefer other terms such as “Black and
anti-racism strategies, for many others networks. It was also clear from the disabilities. Brown”.
awareness and understanding of survey that the barriers to entry were Malcolm John
the gravity of this issue still seems wide and often attributable to lack of I’m delighted - in one way - that Founder We have also included several case studies throughout the Guide.
to be sadly lacking. My hope is that knowledge, lack of resources, lack of the profile of the ATRD campaign Action for Trustee Racial Diversity Occasionally terms such as “BAME” are used in the case studies. However it
these events and the subsequent commitment and resistance to cultural has grown considerably since my is not the term which ATRD would use.
public reaction have created change. blogs highlighting the racial under-
momentum which will cause positive representation on trustee Boards were “ATRD is providing In that context, language is also clearly a barrier to increasing Board racial
and sustainable change to both the This Guide builds on those findings. shared by key organisations working diversity. We suggest that the more open and honest Board discussions are
a unique, practical
lives of people from Black and Asian It shares the considerable learning within the sector. However, it’s a harsh around language, the greater will be the awareness and then, hopefully,
backgrounds and to the local and gained from this much-needed comment on the sector that this
and effective way to better mutual understanding. No-one gets it right all the time. Perhaps half
wider communities which charities campaign. It provides practical specific and longstanding issue has make positive change the battle is about openly acknowledging that.
serve. advice, guidance and support to not to date been addressed in any in a key sector in our
charities wishing to increase the racial significant, focused or co-ordinated society.”
The Action for Trustee Racial Diversity diversity of their trustee Boards. This way. This campaign only began some
(ATRD) campaign launched in 2019, under-representation has been a long- two years ago, and I’m frequently Rod Roman
with the central aim of addressing standing indictment of the state of being asked to sit on “expert” panels. Trustee
significant under-representation the sector. This Guide highlights the It’s been a steep learning curve! Telford CVS
of people from Black and Asian telling statistics and offers approaches
6 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees
CONTENTS INTRODUCTION
7. Introduction
34. Chapter 3: Best practice in Black
and Asian trustee recruitment
Racially diverse trustee recruitment: the
8. current landscape 35. Setting the tone: pitching your
recruitment adverts
9. The stark reality
Recruiting trustees in specifically
10. Driving forward change 39. challenging circumstances
11. Chapter 1: Overcoming the barriers to a
more racially diverse board 45. Chapter 4: Inclusion and succession
Inclusion: retaining Black
14. Barriers to a more racially diverse board 46. and Asian trustees
Finding a way forward:
16. addressing the barriers 48.
Succession planning:
developing a pipeline
19. Chapter 2: Reaching and engaging
diverse networks 49. Conclusion
ATRD database of Black and Asian 50. Looking ahead: what’s next for ATRD?
20. Network Organisations (BANOs)
51. In conclusion
Reaching Black and Asian network
22. organisations and individuals
The DIY approach to building your
52. Appendices
24. Appendix 1: Best practice example of
own BANOs relationships 52.
positive recruitment
Twelve steps to recruiting Black
26. Appendix 2: Resources and signposts
and Asian trustees 54. Support organisations
Corporate and business Black
28.
58. Bibliography
and Asian networks
29. University student networks
30. Accessing ATRD’s BANOs database
59. Getting on Board - Changing
the Face of Trusteeship
8 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees Fromhere
From heretotodiversity:
diversity:A Practical
A Practical
Guide
Guide
to recruiting
to recruiting
Black and
Black
Asian
andcharity
Asiantrustees
charity trustees 9
RACIALLY DIVERSE THE 8% 34%
TRUSTEE RECRUITMENT: STARK of trustees in England and of UK major charities have all
THE CURRENT LANDSCAPE REALITY
Wales are from Black and white senior leadership (both
Asian background voluntary and professional)
[Taken on Trust, Charity [Green Park 2017]
Commission 2017]
There are Nearly 3/4 of
2.9% only 4
astonishingly charities have all-BAME boards in
more than reported difficulties
of trustees in England and
Wales are “women of colour”
England and Wales: 50%
fewer than in 2016
100,000 trustee hiring trustees. - fewer than 20,000 out of
700,000 trustees
[Inclusive Boards 2018]
vacancies in the [Inclusive Boards 2018]
92%
UK every year. Many want to recruit people with
professional skills which will be
62%
readily transferable to a trustee role.
Our vision is to bridge the 6% under- However, the fact that more than 70%
representation gap by seeking to of charities recruit informally, and
facilitate the recruitment of an largely through their existing networks, of trustees are white, older,
additional 10,000 Black and Asian results in a startling lack of diversity and above average income
trustees by 2026. This would raise among trustees. This Guide and the of the top charities, by and education
the percentage of Black and Asian wider ATRD campaign both readily income, have all white boards [Taken on Trust , Charity
trustees from 8% to 14% and reach acknowledge that diversity embraces [Inclusive Boards 2018] Commission 2017]
Credit: Nappy on Pexels
the promised land of proportionate a broader range of attributes and
representation. Achieving this goal characteristics than race alone. We
6.6%
would significantly change the face are supportive and understanding
of charity Board leadership and of the large number of organisations
make charities a more welcome and in the sector which champion and
attractive place for people from Black support the broader diversity agenda.
and Asian backgrounds. However, we are bold enough to
suggest that the following figures the proportion of ethnic minority individuals on large charity boards,
Too much work to combat inequalities reinforce our assertion that the issue representing 418 of a total of 6338 trustees
exists in silos. We don’t expect of racial diversity is where there has [Taken on Trust, Charity Commission, 2017]
this campaign and this Guide to been least progress.
fundamentally change the landscape
on its own. We will continue to To put the figures above in context,
develop partnerships with key 14% of the population in England
organisations in the charity and other and Wales is from a non-white
sectors, including trustee recruitment background. In many areas, this
consultancies, to increase our reach, figure is much higher, rising to 36.8% in
impact and supporter network so London. It is clear then that the figures
that our work might be sustained well paint a woeful picture of racial under-
beyond the span of the campaign. representation.
Credit: Christina @ wocintechchat.com on Unsplash
10 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees
DRIVING CHAPTER 1:
FORWARD OVERCOMING THE
CHANGE BARRIERS TO A MORE
RACIALLY DIVERSE
BOARD
The ATRD campaign
champions charities
focusing on the skills and
experience they truly
need on their Board. Credit: Education and Employers
From there, it aims to give practical extensive scale of informal recruitment Black and Asian trustees on charity
advice to help charities target trustee by providing smaller charities, Boards. We intend to do this by
recruitment according to their specific particularly, with resources to reach providing practical solutions, advice
needs. This includes approaches to and engage Black and Asian networks and signposting both for charities
help them reach out in less traditional effectively and affordably. seeking to increase the racial diversity
ways to attract more racially diverse of their trustees and for recruitment
candidates. The focus on skills and This Guide, and the ATRD campaign consultancies acting on behalf of
experiences avoids accusations of more broadly, aims to achieve a charities.
tokenism. We want to reduce the significant increase in the numbers of
“As a specialist recruitment agency in the charity space, we know that we need to connect
at a deeper and more impactful level with Black, Asian and ethnic minority communities
and candidates in order to do our part to tackle racism and representation issues at all
levels. Whilst we had started some of this work independently, linking up with Malcolm
John and the Action for Trustee Racial Diversity campaign has enabled us to take much
greater strides forward in identifying and developing the relationships that help us to
reach a much more diverse talent pool. Malcolm is incredibly insightful, helpful and
understanding, and our relationship with him and the campaign continues to be central to
our growth and our ability to better support the charities we work with.
Amelia Lee, Regional Director, Charity People
12 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 13
BENEFITS OF 20%
The Association of Chairs - the It is vital that Chairs and CEOs seize
membership infrastructure the momentum currently behind
organisation for Chairs and Vice- driving forward racial diversity
DIVERSITY
Chairs in England and Wales - plans and lead by example. The Chair
to be a key player in developing in particular must champion
programmes and initiatives which had been successful in greater racial diversity, support the
promote “inclusive leadership” among attracting or retaining trustees development of more inclusive policies
charity Chairs. This is good news. A from non-white backgrounds and practices within the organisation
poll at an Association of Chairs peer and, with the trustee Board and the
event in 2020 of more than fifty charity CEO, plan strategies to achieve this.
20%
Chairs and Vice-chairs revealed The Association of Chairs is a useful
that none of them encountered source of advice and support to
any resistance from their Boards to Chairs on this.
encouraging Board diversity. Arguably
There is significant research into and This begs the question of how those they might not have been attending if Action for Trustee Racial Diversity is
said that, whilst their Board
evidence of the benefits that diversity
charities might be encouraged and they had! working closely with the Association
supported to increase their awareness talks about racial diversity, it’s of Chairs and the Young Trustees
brings to organisations, reaching far
70%
and understanding and commit time, not being acted on as a priority Movement to develop a network of
effort and resources to prioritise the Black and Asian chairs. We aim to
beyond the charity sector. necessary actions. seek their views and contributions
Currently, there are no figures alongside their white peers in how
The buck must start at the top. The available for the number of Black Chairs might be supported to advance
Research by McKinsey, for example, While conversations around the Chair and the CEO have key roles stated that there was and Asian Chairs in the UK’s charity Board racial diversity. Through this
found that companies that were more significant racial disparities in the UK in leading internal discussions and commitment to building a sector. However it can be fairly initiative, we will also encourage and
gender diverse were 15% more likely are increasingly taking place more championing more racially diverse more racially diverse Board safely assumed that the number is support current Black and Asian chairs
to outperform their peers. That same publicly, there is clearly still much work Boards. They need to recognise lower than the 8% of Black and Asian to be peer mentors and role models to
study also looked at ethnicity and to be done. An increasing number of that increased racial diversity trustees. We hope that by increasing others coming up what can often look
45%
found that companies that were more charities are taking up the challenge enhances their organisational skills the number and visibility of Black and like a very long ladder.
ethnically diverse were 35% more likely of positive action and anti-racism and experience and, in very many Asian Chairs, more Black and Asian
to have greater success than their strategies, however, for far too many instances, enables their charities to be individuals will be encouraged to take
competition. others, there still seems to be very more relevant and accountable to the up Trustee roles and go on to become “There was another
limited awareness and understanding people they support. Chairs. woman of colour who
Diversity brings a broader range of of the seriousness of this issue. were looking for practical
was the Chair - she was
perspectives to organisations. It ideas on how to increase
avoids the risk of “groupthink” or racial diversity on their Boards. “If you have Chairs that amazing. I saw in her
“collective blindness” which might are all the same, Chairs possibility”
occur when all trustees and senior
can be around on a
43%
staff come from the same social, ATRD questionnaire survey 2021
educational and racial background.
Board for over 20 years,
It also enables organisations to draw and they are unlikely to
on a wider pool of available talent. have a big impact on
Significantly, this is a talent pool that changing the diversity
also often naturally includes those said that their Board lacked
of Boards. I would want
individuals who better represent the access to BAME networks
people those charities support and Chairs to acknowledge
the communities in which they work. that diversity and
They can bring “lived experience” inclusion are a priority
of the issues which the charity
and should be at the
addresses and positively affect the
quality, impact and creativity of heart of what they do.”
organisational decision making. The
topic of “lived experience” is explored Missed Expertise 2021
Credit: Education and Employers
in more detail later in this Guide.
14 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 15
BARRIERS TO A MORE Nurole’s top 7 obstacles
There are also significant barriers
to greater ethnic diversity
facing charities looking to recruit Black
and Asian trustees. They include:
RACIALLY DIVERSE BOARD on charity boards
• most crucially, a lack of awareness
and understanding of the
Nurole is a global Board recruitment
importance and benefits of racial
consultancy working closely with ATRD
diversity to organisations
• too much reliance on existing
familiar networks combined with a 1. UK Demographics: Younger groups how well a candidate will perform
lack of knowledge of or access to in the UK are more ethnically diverse. compared to unstructured processes.
Black and Asian networks In the 2011 census, ethnic minorities
• their lack of knowledge, capacity made up 5% of those aged 60-64 5. Prior experience: Organisations
and commitment to build and but 25% of those aged 0-4. can be nervous about appointing
develop relationships with national, people without direct experience
This Guide explores the barriers to regional or local Black and Asian Forward-thinking charities should: at board level, which perpetuates
network organisations Find ways to cast the net wider and the historical lack of ethnic
achieving racially diverse trustee Boards • not enough Black and Asian consider appointing younger trustees. representation on boards.
from two perspectives. applicants coming forward,
sustaining the often heard “they 2. Glass ceilings: High-quality Forward-thinking charities should: Be
don’t apply” mantra candidates not yet on boards aren’t open to appointing first-time board
Firstly, from the point of view of the • not focussing enough on targeting even considered because they fly members so long as candidates
potential or current Black or Asian “I’ll never forget that first meeting and my levels of people because of their skills rather under the radar of charities and have passion for the cause and
trustee, and secondly from that of than simply for their diversity recruiters alike. determination to rapidly develop
discomfort throughout; the dawning realisation that
the trustee recruiter: that might mean • Lack of priority for or genuine their board acumen.
an individual charity or a trustee the Chair would allow me floorspace when we were commitment to searching effectively Forward-thinking charities should:
recruitment consultancy. discussing ethnic minority communities or young people for Black and Asian trustees Use search methods that can 6. Critical mass: Being the “first
It includes a broad selection of quotes but my contributions elsewhere in the agenda were ‘think’ outside the box and unearth and only” board member from
drawn from the questionnaire survey Specifically for trustee recruitment candidates who are unconventional an underrepresented group can
politely disregarded. The whole experience was wholly
which ATRD sent in 2021 to potential consultancies, the barriers most often but no less qualified or capable. be more exhausting and stressful
and first time and current trustees
disempowering and dispiriting. I now realise that this come about when they accede too for candidates, which hinders
from Black and Asian backgrounds. has been the experience of many first-time Trustees, quickly or do not challenge strongly 3. Behaviour: Research suggests recruitment and retention.
The survey sought to evidence first especially those from minority backgrounds in the grant- enough clients’ lack of understanding underrepresented groups are
hand the experiences of individuals giving sector.” of or genuine commitment to less likely to apply for board roles, Forward-thinking charities should:
from Black and Asian backgrounds recruiting Black and Asian trustees. particularly after facing rejection, Ensure there is a critical mass of
who are either in their first trustee They must be prepared to make because they perceive that such ethnic minority representation on
Missed Expertise 2021
role, or have applied successfully or a stand and push clients to move roles are “not for them”. the board by prioritising open and
unsuccessfully to become a trustee, or beyond their comfort zones. inclusive recruitment.
are interested in becoming a trustee. For Black and Asian trustees, whether • their lack of awareness or Forward-thinking charities should:
We received over 100 responses which current or prospective, a key barrier knowledge of charities and Actively encourage applications 7. Law: Under the Equality Act,
gave us a huge amount of insights, is their perception of trusteeships as trusteeship and the benefits that “Some boards create a false from under-represented groups there is a fine line between legal
challenges and practical solutions. not being for “people like them”. The trusteeship brings for both them binary between diversity and ensure rejections are handled positive action and illegal positive
The report of the findings and next stereotypical image of the Board and the organisation and skills, presenting a sensitively. discrimination; charities cannot
steps will be circulated widely in 2021. trustee as “the great and the good’’ • a lack of belief that they have the consider only Black and Asian
situation where either
is very much a reality, and supported skills or experiences that Boards 4. Unconscious bias: Boards struggle candidates, but equally they might
by statistics. All too often, Black and are looking for diversity is trumped over the to fairly assess candidates that are not go far enough in tackling the
“I’ve now stopped applying Asian people don’t see themselves • previous poor experience of skills needed or vice versa. not “like them”. problem.
for Trusteeships after reflected in that image. From ATRD’s them or their peers applying for This is not how we would
failing to secure the last experience, there are also a number a trusteeship or of working in a Forward-thinking charities should: Forward-thinking charities should:
urge a Chair to approach
of other contributing factors deterring charity Use a structured application Better understand the implications
three that I applied for.” recruiting for diversity.”
Black and Asian people from taking on • prohibitive and exclusive trustee and interview process to ensure of the Equality Act in order to run
trusteeships, they include: recruitment criteria candidates are evaluated fairly; this recruitment campaigns that are
ATRD questionnaire survey 2021 • their lack of access to trustee Missed Expertise 2021 is nearly twice as good at predicting effective, inclusive, and legal.
networks and influential contacts
16 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 17
FINDING A WAY
It is also vital that charities challenge,
address and break down previous
“It was always a NO “ Tick box engagement
negative experiences of Black and
FORWARD: ADDRESSING
Asian individuals applying for a answer, or they are with Black Lives Matter
trusteeship or of working in a charity. looking for someone has left a bad taste.
These experiences are in no way the with more experience” Board agreed to write/
THE BARRIERS
exception and indeed, for many of
publish a statement
the individuals with whom ATRD has ATRD questionnaire survey 2021
engaged, they are often the norm. in support, but that
never happened
Charities need to act now to restore and requests for
their reputation and win back the “A great many accountability/
confidence of talented individuals applications were deadlines were met
from Black and Asian backgrounds
“Our remedies oft in made. In most with hostility by the
• review the profiles of their current young people, might benefit from who have had negative and
ourselves do lie….” trustees on their website and think trusteeships. Charities should consider frustrating experiences. They need to: cases there was no white chair.”
All’s Well That Ends Well, Shakespeare about changing or removing them a number of approaches to increase response. In some
ATRD questionnaire survey 2021
so as not to put off less “glittering” their reach to more diverse audiences, • acknowledge that they made cases offers for further
Charities genuinely wanting to applicants for example: mistakes in their previous
discussions were
increase their Board’s racial diversity • ensure that recruitment panels recruitment processes
must put themselves out there. And to are racially diverse and consider • using social media, YouTube and • show where they’ve changed their
withdrawn without any
do so, there are a number of actions the option of using independent Vimeo videos, webinars, podcasts policies and practices to deliver explanation” “Provide open and
they must put in place: external Black and Asian and other less traditional methods better outcomes for people from
ATRD questionnaire survey 2021
honest feedback when
• acknowledge where they are now, recruitment panel advisers if they so that they reach different and Black and Asian backgrounds
rejecting us. We’re
why they’re where they are, where can’t find suitable people from their younger audiences • highlight instances of good positive
they want to be and how they’re own organisation • working with young dynamic experiences of Black or Asian all of us sensitive to
going to get there organisations such as Young candidates the experience of
• decide on the skills, expertise Charities must work harder. For Trustees Movement, Beyond • make every effort to give I’ve applied for several being rejected, but
and diversity they need to be greater racial parity to be achieved, Suffrage, Girl Dreamers and Black constructive feedback to roles over the years also grown up enough
a more effective and inclusive there is much more they can do to sell Young Professionals to get new unsuccessful applicants
where I’ve not had a to know that there
organisation; carry out a diversity, themselves. They must highlight the and appealing messages across
skills and experience audit valuable work their charity does for • using Black and Asian social
response - or worse - are often perfectly
• recognise and acknowledge individuals and communities. They media networks as allies and had no contact AFTER good reasons why
“I have been applying
that the skills their Board needs must promote the key leadership role communicators in their marketing being offered the role. we weren’t selected.
exist throughout Black and Asian of trustees and how people from Black campaigns for Trustee/Non-
This has happened Once we know what
networks and communities that and Asian backgrounds, particularly Executive roles for
at least twice. It just these reasons are, we
they have not been able to reach, about three years
engage and attract happens that the last can learn from such
without success. I have
• convince potential applicants that two I applied for, at experiences”
been offered trustee
they are serious about wanting to the same time, both
change the face of their Boards roles in very small ATRD questionnaire survey 2021
offered so I decided
and that they value the skills and community groups,
experience which diverse trustees to take both. I’ve also
but I wanted larger
bring been interviewed for
voluntary organisations
• be explicit in their recruitment a third one - awaiting
adverts that they’re proactively to benefit from my
news on that one.”
seeking people from Black and experience”
Asian backgrounds; use case ATRD questionnaire survey 2021
studies profiling or demonstrating ATRD questionnaire survey 2021
the type of trustee, diversity and
skills they are seeking
Credit: Unknown on Unsplash
18 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees
CHAPTER 2:
It would be fair to say that many Some have recognised this and are
charities still have a great deal to learn now working hard to develop their
about the need for and benefits of knowledge and expertise by working
REACHING AND
racially diverse trustee Boards. There with organisations like ATRD, Beyond
is a widespread lack of understanding Suffrage, Getting On Board, Girl
of the importance of racial diversity Dreamers and She Leads on Legacy.
ENGAGING DIVERSE
and the enormous benefits it can Many still work with clients - generally
bring. Predominantly white Boards larger charities - which have not
and mainly white senior management recognised the value of, or show
NETWORKS
teams have typically not seen the the commitment to, racial diversity,
need for prioritising diversity in their often favouring “big names’’ as new
volunteer and staff strategies or for trustees. It’s time for many more of
backing this up with specific actions. them to turn talk on diversity and
inclusion and good intentions into
We strongly advise all charities to specific and sustainable actions.
Credit: Unknown on Unsplash
schedule time for their Board to
undertake a detailed discussion
about where they are and where they
want to be. Then, in light of those Charity People’s Diversity & Inclusion
discussions, setting out a specific
timetabled plan for how they want to Charter
get there. Many charities will need Charity People works with a variety of non-profit organisations to help them
support to help them do this. Rising recruit more effectively, more efficiently and more inclusively. The company
from this need, there are an increasing adopted its Diversity and Inclusion Charter in 2019 to support clients in
number of Black and Asian-led creating truly inclusive recruitment campaigns. They achieve this by
diversity consultancies able to give providing tools to combat unconscious bias and extending the candidate
valuable advice to organisations search beyond the usual suspects to increase diversity in talent pools.
seeking to develop and implement
diversity and inclusion strategies: seek Charity People first engaged with Action for Trustee Racial Diversity
them out and use them. as part of this commitment to improve relationships and support of
underrepresented candidates at Board and senior leadership level. The
Similarly to charities, many trustee organisation also has an on-going partnership with mother and daughter
recruitment consultancies have a lot to co-founders of She Leads For Legacy, Sharon and Afiya Amesu.
learn about the need for and benefits
of racially diverse trustee Boards. The The main challenge Charity People encountered was identifying and
overwhelming majority of commercial connecting with networks of Black, Asian and ethnic minority individuals. Like
trustee recruiters are themselves made all charity recruitment agencies (and the wider recruitment sector), solving
up of largely white Boards and white the practical issues of inclusive practices is only one half of the problem –
staff teams. This must change both alone, that won’t necessarily connect you with new talent pools. Honest, open
to show their own commitment to and authentic conversations and dialogue was the starting point.
diversity and to give a degree of trust
and confidence in their credentials to Their on-going work has focused on actively growing new relationships,
charities and individuals seeking to connecting with new networks and partnering with organisations to
use their services. hold targeted events and promote racial diversity on boards, always
incorporating intersectionality (“the interconnectedness of social
categorizations such as race, class, and gender as they apply to a given
individual or group.”) into their thinking.20 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 21
THE ATRD DATABASE
OF BLACK AND
ASIAN NETWORK
ORGANISATIONS (BANOs)
The prevalence of largely white network organisations across public, to recruit more diversely to review
trustee boards governing charities corporate, voluntary, charity and the information about the network
of all sizes serves to emphasise the education/academic sectors. Some organisations on the database,
lack of broader awareness of the are well-established professional identify those likely to meet their needs
hundreds, if not thousands, of Black organisations, some membership and engage directly with them in
and Asian network organisations groups, others exist primarily as simply an open, welcoming, inclusive and
across the UK. Any charity looking to a social media presence - Facebook, focussed way.
increase its Board’s racial diversity LinkedIn, Twitter, Instagram. We
must look beyond its usual networks continue to grow and expand this In compiling this unique database,
and informal contacts. However, as database every week. we have been ceaselessly struck
the vast majority of charities have by the extraordinary diversity and
predominantly white trustees and It will seek to tap into the rich vein creativity of these networks and – just
senior managers, their access to of skills within corporate and other as significantly – the passion and They represent a wide and diverse
and knowledge of Black and Asian Black and Asian networks with entrepreneurial spirit of the individuals range of skills and expertise. Many of
networks organisations with the professional skills and with the very who founded them. To give just a their members and followers are very
capacity and the potential to provide many local network organisations flavour of the range, they include: The likely to be much younger than the
Credit: Unknown on Unsplash
trustees with the required skills and in the major cities and towns in the Association for BAME Engineers; 100 average age of current trustees. In
experience is extremely limited. UK where tens of thousands of local Black Men of London; Black British in that context, the skills and expertise
charities operate. Most universities, STEM; Black on Board; Black South they would bring might well include
This was a key finding in the mapping for example, will have Black and Asian West Network; Black Fundraisers experience in fields that tend to Nurole in partnership
report which the ATRD campaign student and staff networks. UK; Black Women in Finance; Black attract younger demographics such
produced in 2019. Even those charities Girls Hike; Black Young Professional as digital technology. This is an with ATRD
that are sensitive to the need for However, it is worth noting that, Network; BAME network for the area increasingly being prioritised
broadening the candidate pools from despite our regular reminders to Chartered Institute of Library and by charities of all sizes in light of the “At Nurole, we’re constantly
which they are recruiting, generally the organisations on the database, Information Professionals; British Sikh increase in online service delivery building partnerships with
don’t have the time, resources and the large majority of them have not Nurses; Creative Diversity Network; necessitated by the Covid pandemic organisations and communities “If you’re a charity looking to go
capacity to research, identify, engage subscribed formally to the database East Asian Lawyers; Institute of Cancer and a broader trend towards - doing the hard work to help our through this process for yourself,
and attract such organisations. – likely because of time and capacity Research BAME Network; Melanin digitisation. clients reach underrepresented you should be prepared to invest
constraints. On the other hand, not Medics; Muslim Women Cycling candidates so they don’t have to. the time and resources needed
That is why ATRD has focussed its a single one has actively told us Network; People of Colour in Tech; The Inspire List - https://trustees- Over the past months, we’ve had to significantly broaden the pool
work on developing and maintaining that they don’t want to be on the Race on the Agenda; Women in the unlimited.co.uk/the-inspire-list/, many productive conversations of candidates you’re reaching.
its unique database of Black and database. City Afro-Caribbean Network; not to initiated in 2021 by Wakkas Khan, an with network organisations on how Only by doing so can the problem
Asian network organisations. At mention a host of university Black and Oxfam trustee, working with Trustees we can work to increase ethnic of underrepresentation be
the time of writing, this database So, it will be for charities and trustee Asian networks. Unlimited and a small group of Black representation on charity boards. meaningfully tackled. If you’re a
comprises over 500 Black and Asian recruitment consultancies wishing and Asian champions in this field, We’re excited to see the benefits charity looking to widen your pool
including founder of ATRD Malcolm this will have for our charity clients of trustee candidates, the ATRD
John, is also a brilliant showcase of going forward in terms of stronger database will prove tremendously
the skills, experience and diversity of and more diverse shortlists. helpful.”
current Black and Asian trustees.22 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 23
REACHING BLACK
AND ASIAN NETWORK
ORGANISATIONS AND
INDIVIDUALS
We accept that the database cannot Our belief is that if the campaign has Charities must not expect Black and
hope to meet the diverse and varying been able to achieve so much largely Asian network organisations and their
needs of every type of charity seeking through volunteers alone, then it’s not members to knock boldly on their
to recruit Black and Asian trustees. beyond the resources of any charity door or online portal and ask to be
This Guide therefore also offers to do likewise! However, it will require trustees. Why should or would they if Case study - Voluntary Arts
broader advice on how charities can organisations prioritising this work they felt they wouldn’t be let in or fit
research and identify other Black and and putting in the time, commitment, in? Charities must be proactive and For a long time, we were concerned the country. This allowed them
Asian network organisations either focus and resource to achieve the commit to doing this well in advance - about the lack of ethnic diversity to better understand the work
locally or more widely which they desired results. We recommend that say three to six months ahead - of any within our board and our staff of our charity. The panel met
might then engage more purposefully. charities, as we did, seek to recruit recruitment deadline. It must not be a Credit: Christina @ wocintechchat.com on Unsplash
without managing to do anything each other several times for
volunteers able to undertake this work, last-minute afterthought! about it. There are three main steps dinner followed by meetings the
particularly where they themselves are that finally helped us leap over that next day where we discussed
short of people resources. hurdle, as follows. the issues faced by their artistic
communities across the UK.
• Our new Chair insisted that we
find a way to increase ethnic When the panel was disbanded
diversity on our board. He didn’t after one year, most of the panel
have all the answers for how we members wanted to stay involved
should do this, but he had a real in the organisation. Five of the
determination which pushed us panel members joined the board
to take action. – one was already a trustee. Our
• We hired a BAME adviser to help board suddenly became very
us, on a short freelance contract. ethnically diverse. What has been
There are three They recommended we set up a very important to our trustee board
BAME advisory panel that would is: we don’t have just one BAME
main steps that last for one year. representative on our board. Our
finally helped us • We recruited a panel of nine
volunteers from different
new trustees brought particular skills
and expertise and happened to be
leap over BAME communities across the from different ethnic backgrounds.
UK, including the Pakistani Our panelists’ experience on the
that hurdle community in Glasgow, the BAME panel gave them a chance
Caribbean community in Cardiff to get to know the charity before
and the Indian community committing to becoming a trustee.
in Belfast. So, the panel was
diverse in terms of ethnicity and Case study drawn from and
where they lived. The members with permission from Reach
of the panel worked directly with Volunteering’s Trustee Recruitment
some of our staff teams around Cycle.
Credit: Lou Jasmine/The Unmistakables24 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 25
THE DIY APPROACH TO Researching your local networks
For charities keen to adopt a media account for activity. If you
Resourcing your commitment
Any charity seeking to diversify
BUILDING YOUR OWN
locally-focussed DIY approach to see no activity in the last 12 months its Board must decide to commit
developing their own relationships or so or no obvious contact details, specific budget and people
with BANOs, we recommend you might assume that it is not an resources. It’s a great idea to
BANOs RELATIONSHIPS
following three simple steps: active network. Check to see if they use Black and Asian community
are cross-referenced on local council representatives from local
1. Research your local networks or Council for Voluntary Services’ organisations to support your
2. Resource your commitment (CVS) websites. Local services outreach to local Black and Asian
3. Take your time over the process including Community Foundations, organisations. However, please
Race Equality Councils (REC), remember that there is a cost
Only you will really know the Interfaith Councils, Young People attached to their time also.
demographics of your local Foundations (in London), mosques,
For many charities, the ATRD Black and Asian networks focused on population, your communities and churches or faith groups are likely to You might also use your own
Actively engaging local Black
database, however extensive, will ecology, the environment and climate their needs and the diverse range of be useful routes into local Black and volunteers, if this is an option,
& Asian network organisations
not contain a” silver bullet” solution change. You may well be surprised at charities operating in your area. If Asian network organisations and to engage and attract Black
to trustee racial diversity challenges. what Black and Asian networks exist! Despite the almost universal use you don’t, then you really ought to! their potential pool of trustees. and Asian organisations and
This was never its intention: rather, we of online technology and virtual individuals. Or you might
aimed to show what can be achieved It is therefore by no means exhaustive. meetings by trustee Boards in ATRD’s database of local Use key search words as highlighted advertise for volunteers, as ATRD
with resources and commitment. There is a wealth of networks, 2020 as a result of the Covid organisations has been developed earlier in the Guide, coupled with did, for instance through
Once you’ve accessed the database, organisations and groups out there pandemic, many – in particular largely through internet searches. the name of your town or city. For Reach Volunteering.
don’t think it’s enough for you just and accessible with just an internet smaller – charities are still reliant Once you’ve researched a local instance, we have found the search
to circulate your recruitment advert search. Use key search words such on recruiting new trustees from the network in your city or town of terms “Asian-led organisations” or
indiscriminately to the BANOs on as African, African Caribbean, Afro- locality where they operate. Often, operation, check whether they are “Black-led organisations” followed
it or other networks which you’ve Caribbean, Asian, BAME, Bangladeshi, this is crucial in facilitating links active by running their network by the specific town, city or region
researched yourself. Identifying Black, Caribbean, Chinese, Ethnic with their local communities and name through a search engine and you’re interested in very helpful.
diverse networks is just the first step: Minority, Faith, Islamic, Indian, those they support. Significantly checking their website and social
the next and key step is to put time Pakistani, Muslim, race. Combine however, many of these charities
and effort into building meaningful these terms with the skills, experience struggle to engage people from
and positive relationships with them. or expertise you're seeking, for Black and Asian communities as
The database has been developed example engineering, environment, trustees even in areas with high
Taking your time
as a tool to help charities more legal, fundraising, digital technology, percentages of people from Black All this takes time, commitment
easily research and identify BANOs media, business, sport, finance, and Asian backgrounds. and energy, so start the process
with the specific skills or experience music. For instance, you could try early. We recommend beginning
which they might need. For instance, searching “Asian” with “Tech”, “Black” For this reason, a lot of ATRD’s your outreach three to six months
an alternative technology charity with “Pharmacists” or countless other energies have been focused ahead of your recruitment
which approached ATRD was able creative combinations. on researching and adding deadline to allow for meaningful
to research and identify specific locally-based Black and Asian engagement and ensure that you
organisations to the database. are finding the right candidates
We have begun by focusing on who would bring the skills and
“I was delighted to find out about ATRD, as we are keen a small number of main cities experience required for your Board.
to do all we can to promote diversity and inclusion at and towns, namely Birmingham,
Bristol, Leeds, Liverpool, London,
the Centre for Alternative Technology. The advice and
Manchester, Newcastle, and
resources that ATRD has provided have been incredibly Sheffield. At the time of writing,
helpful, and I’m sure will continue to be so” the database includes more
than a hundred of these locally-
Sally Carr, Centre for Alternative Technologies focussed networks. We plan to
increase the cities and towns
covered by the database and
identify more networks in them as
Credit: Lou Jasmine/The Unmistakables
the campaign continues.26 From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees From here to diversity: A Practical Guide to recruiting Black and Asian charity trustees 27
TWELVE STEPS FOR Case study - Communities 1st
conversations. We intend to run these
RECRUITING BLACK AND
Communities 1st is a voluntary sessions a few times a year from
sector umbrella organisation in now on as they have proved to be an
Hertfordshire. It set up online excellent way to do board recruitment.
ASIAN TRUSTEES
“speed dating” sessions aimed at
bringing together local charities It’s also worth saying that we hold
seeking new trustees with local regular information sessions on
people interested in trusteeship. trusteeship to back up the recruitment
events. These informal and informative
sessions dispel the myths and create
“I think it’s safe to say that our Trustee confidence around trusteeship for
Speed Matching sessions are now anyone who may be new to the
Outlined below is an indicative part of the fabric of what we do at concept or has reservations about
timetable showcasing a 12-step WEEK 8 WEEK 20 Communities 1st. We have now held whether it’s right for them. We have an
programme for more diverse trustee five events. The last one was so NCVO governance consultant who runs
Write your inclusive trustee Assess applications.
recruitment. The exact timeline and successful that every role and every these for us and is brilliant at making
recruitment advert: hire a
the necessary steps will of course volunteer applicant was successfully the wonderful world of trusteeship
diversity consultant or consult
vary from charity to charity. However, matched. There was an excellent inviting and accessible for all.
WEEK 22
with existing Black or Asian
it gives a good idea of how long a spread of diversity too, young, old,
trustee(s) to equality proofread it
truly diverse and inclusive trustee men, women, trans, people with We are planning to host similar
for tone, language and inclusivity. Interview shortlisted applicants.
recruitment process should take. disabilities, Black, Asian and other recruitment events for other
minority ethnic communities all volunteering roles too in the hope that
represented. The important thing this approach can bring volunteering
WEEK 1 WEEK 9 WEEK 24
about sessions like these is that it
takes the formality out of the equation,
to the people and the people to
volunteering more than ever.”
Discuss at Board level your
Agree and implement your Appoint successful candidates. making it fun and accessible, Tom Watkins, Communities 1st
diversity needs and the journey
marketing and promotion and triggering very interesting
you wish to take.
plan; engage with diverse
sources and networks rather
than relying on those that WEEK 25 Case study - Telford CVS
WEEK 3 might be familiar; carefully
consider where you advertise
Where practicable, let all applicants
know why they were unsuccessful.
Set up a diverse recruitment and promote your trustee Midlands-based Telford & Wrekin
Lack of useful feedback will deter Council for Voluntary Service
panel, using independent vacancies. This could
many good candidates from successfully brought together a wide
advisers where necessary include: the ATRD database
applying again for a trusteeship. range of local diverse organisations as
and practicable. of Black and Asian network
organisations; local Black and a first step to a local diversity strategy,
Asian organisations; ATRD using an online webinar. By running
WEEK 26
social media network; Linkedin; the session digitally, organisations
WEEK 5 Twitter; Reach Volunteering;
Young Trustees Movement, etc. Confirm and begin implementing
were able to make connections
with others based locally, including
Carry out a diversity skills and induction and inclusion processes, Black and Asian organisations, with
experience audit, considering including ongoing support such whom they hadn’t been able to make
Board and organisational needs. as mentoring and buddying. connections before.
WEEK 17
Organise an online awareness
raising and information event WEEK 28
for potential applicants.
Evaluate your process and
the outcomes. Credit: Lou Jasmine/The UnmistakablesYou can also read
