{"id":587,"date":"2019-06-17T20:56:13","date_gmt":"2019-06-17T20:56:13","guid":{"rendered":"https:\/\/pressbooks.library.ryerson.ca\/inclusiveleadership\/?post_type=chapter&p=587"},"modified":"2019-06-17T21:57:02","modified_gmt":"2019-06-17T21:57:02","slug":"advantages-of-a-more-diverse-board","status":"publish","type":"chapter","link":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/chapter\/advantages-of-a-more-diverse-board\/","title":{"raw":"1.1 Advantages of a more diverse board","rendered":"1.1 Advantages of a more diverse board"},"content":{"raw":"

Diverse perspectives in decision-making lead to better decisions[footnote]Adapted from DiverseCity onBoard (2011). Diversity in Governance: A Toolkit for Nonprofit Boards. <\/em>Retrieved from http:\/\/diversecityonboard.ca\/wp-content\/uploads\/2015\/08\/Diversity-on-Non-Profit-Boards-Toolkit.pdf and National Council of Non-Profits (n.d). Why diversity, equity, and inclusion matter for nonprofits. Retrieved from https:\/\/www.councilofnonprofits.org\/tools-resources\/why-diversity-equity-and-inclusion-matter-nonprofits[\/footnote]\u00a0<\/strong><\/h2>\r\nDifferent perspectives help to identify a full range of opportunities and risks.\r\n

A diverse organization can be more responsive to the community and clients<\/strong><\/h2>\r\nThe organization can access more resources in the community through connections with potential collaborative partners, policy makers and donors.\r\n

A diverse board can lead to increased governance board sustainability<\/strong><\/h2>\r\nBoards that are not diverse risk becoming stagnant.\r\n

A diverse board can support fundraising and marketing\/outreach more effectively<\/strong><\/h2>\r\nEach board member represents another potential network, with new resources and connections.\r\n

A diverse board can help build social capital and cohesion among diverse populations<\/strong><\/h2>\r\nOrganizations with diverse boards are better positioned to respond to a range of external influences, and can provide new opportunities and skills for under-represented groups. Once your board and leadership start to become more diverse, your organization needs to think about building a culture of inclusion.","rendered":"

Diverse perspectives in decision-making lead to better decisions[1]<\/sup><\/a>\u00a0<\/strong><\/h2>\n

Different perspectives help to identify a full range of opportunities and risks.<\/p>\n

A diverse organization can be more responsive to the community and clients<\/strong><\/h2>\n

The organization can access more resources in the community through connections with potential collaborative partners, policy makers and donors.<\/p>\n

A diverse board can lead to increased governance board sustainability<\/strong><\/h2>\n

Boards that are not diverse risk becoming stagnant.<\/p>\n

A diverse board can support fundraising and marketing\/outreach more effectively<\/strong><\/h2>\n

Each board member represents another potential network, with new resources and connections.<\/p>\n

A diverse board can help build social capital and cohesion among diverse populations<\/strong><\/h2>\n

Organizations with diverse boards are better positioned to respond to a range of external influences, and can provide new opportunities and skills for under-represented groups. Once your board and leadership start to become more diverse, your organization needs to think about building a culture of inclusion.<\/p>\n

  1. Adapted from DiverseCity onBoard (2011). Diversity in Governance: A Toolkit for Nonprofit Boards. <\/em>Retrieved from http:\/\/diversecityonboard.ca\/wp-content\/uploads\/2015\/08\/Diversity-on-Non-Profit-Boards-Toolkit.pdf and National Council of Non-Profits (n.d). Why diversity, equity, and inclusion matter for nonprofits. Retrieved from https:\/\/www.councilofnonprofits.org\/tools-resources\/why-diversity-equity-and-inclusion-matter-nonprofits ↵<\/a><\/li><\/ol><\/div>","protected":false},"author":125,"menu_order":1,"template":"","meta":{"pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-587","chapter","type-chapter","status-publish","hentry"],"part":3,"_links":{"self":[{"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/chapters\/587","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/wp\/v2\/users\/125"}],"version-history":[{"count":7,"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/chapters\/587\/revisions"}],"predecessor-version":[{"id":601,"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/chapters\/587\/revisions\/601"}],"part":[{"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/parts\/3"}],"metadata":[{"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/chapters\/587\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/wp\/v2\/media?parent=587"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/pressbooks\/v2\/chapter-type?post=587"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/wp\/v2\/contributor?post=587"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/pressbooks.library.torontomu.ca\/inclusiveleadership\/wp-json\/wp\/v2\/license?post=587"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}