{"id":572,"date":"2019-06-17T20:27:16","date_gmt":"2019-06-17T20:27:16","guid":{"rendered":"https:\/\/pressbooks.library.ryerson.ca\/inclusiveleadership\/?post_type=chapter&p=572"},"modified":"2019-06-27T17:26:42","modified_gmt":"2019-06-27T17:26:42","slug":"3-1-the-dynamic-nature-of-a-board-diversity-policy","status":"publish","type":"chapter","link":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/chapter\/3-1-the-dynamic-nature-of-a-board-diversity-policy\/","title":{"raw":"3.1 The Dynamic Nature of a Board Diversity Policy","rendered":"3.1 The Dynamic Nature of a Board Diversity Policy"},"content":{"raw":"Developing a board diversity policy is an important first step toward becoming a board that reflects the communities you serve and incorporates unique perspectives. To create a culture of inclusion, a board diversity policy needs to be dynamic, changing to incorporate new voices and perspectives, and to respond to changes both inside the board and within the organization.\r\n\r\nIn the first section of this toolkit, we discussed how diversity and inclusion mean different things. We suggested that just inviting people from diverse backgrounds onto your board, does not automatically make them feel included, or that they have an equal voice on the board because of underlying issues of power and privilege<\/a>. We To create a culture of inclusion, a board diversity policy needs to be dynamic, changing to incorporate new voices and perspectives, and to respond to changes both inside the board and within the organization.<\/span>also learned that when boards are diverse and all voices are recognized, organizations gain many benefits such as better decision-making, more capacity to respond to the communities they serve, increased board sustainability and more sustainable fundraising[footnote]A list of these benefits can be found in DiverseCity onBoard (2011). Diversity in Governance: A Toolkit for Nonprofit Boards. <\/em>Retrieved from onBoard Canada<\/a>[\/footnote].\r\n\r\nIt is important to review your board diversity policy on a regular basis to incorporate new perspectives as described above, and also to expand it to include the principles of equity and inclusion.\r\n\r\nEquity and inclusion often are linked and both are connected to issues of power and privilege. Equity is fairness, making sure everyone has what they need to succeed and removing barriers that disadvantage some groups over others. This is distinct and may be different from treating people equally.[footnote]Ontario Public Service (2017)[\/footnote] Inclusion is what a community, group or organization does, or how it acts to ensure that individuals feel welcomed, valued and supported as members. [footnote]Morley, T. (2018).\u00a0 \"Making the business case for diversity and inclusion: Short case studies and research papers that demonstrate best practice in HR\", Strategic HR Review<\/em>, Vol. 17(1), pp.58-60. Retrieved from Emerald Insight<\/a> [\/footnote]\r\n\r\nOrganizations often establish a small committee or working group to look at board and organizational policies. The most effective committees represent the full board members and not only those members who may belong to under-represented groups.\r\n
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Here are some actions for the board work-group <\/b>or committee that is looking at diversity policies:<\/b><\/p>\r\n\r\n<\/header><\/div>\r\n