Develop your action plan
Choose the stage at which you are in your recruitment process to see areas for reflection and suggested actions:
and click on each heading to link to related support resources.
- Read the research that shows the value of Diversity and Inclusion.
- Benchmark the board's performance against other relevant boards.
Do key decision-makers and the board demonstrate a strong commitment to gender parity and inclusion?
- Share with key decision-makers and the board the research showing the value of Diversity and Inclusion.
- Have an honest conversation with key decision-makers and the board about the topic of gender parity and inclusion, including the business case and risks of inaction.
Do I role model inclusion in the recruitment process? Is the recruitment process fair and transparent?
- Engage in professional development relating to unconscious bias and strategies to disrupt its impact during recruitment.
Is the recruitment process fair and transparent?
- Conduct an audit of the recruitment process for historical bias.
- Ask a peer about the strategies they have adopted to disrupt unconscious bias during their board recruitment process.
- Document and publicly disclose the board's Recruitment Guidelines/Policy, ensuring approval from key decision-makers.
- Document a recruitment plan for each role you plan to recruit to.
Do the selection criteria accurately reflect the skills and experiences required of the board member?
- Include diversity within the board's skills matrix.
- Conduct a role analysis for every role you plan to recruit to (not just new ones).
- Include a demonstrated track-record of commitment to diversity and inclusive behaviours as personal qualities in the selection criteria.
- Ensure key decision-makers have formally approved the suggested selection criteria.
- In conjunction with the board/key decision-makers, identify gender specific targets in the recruitment process.
- Share the business case for gender parity and inclusion with those who nominate potential candidates.
- Request individuals, groups or organisations to provide a gender-balanced list of nominations.
- Review the language in the advertisement and role description for gender bias.
- Engage a professional search agency with a track record of commitment to gender parity, including successful placement of female board directors, and require the consultant to comply with the candidate list targets set.
- Post expression of interest opportunities on a variety of websites to encourage applications from suitably qualified applicants.
For Government Bodies, is the Queensland Register of Nominees and other support bodies being used effectively, to help identify female board candidates?
- Prior to commencing a candidate search, contact the Department of the Premier and Cabinet and provide a detailed summary for the role you are seeking to fill and the key skills and attributes needed to be successful in the role. In the comments field, request 50% of candidates to be female.
- Assist women applying to QRON to accurately represent their skills and experience.
- Ensure the suggested make-up of the selection panel is gender balanced.
- Recommend only panel members with a demonstrable track record of commitment to gender parity and inclusion.
- Ensure key decision-makers have formally approved the selection panel.
- Use a standard application form to ensure consistent information is obtained from all candidates.
- Develop interview guidelines to help the panel members be fair and objective in decision-making.
Appointing and/or onboarding
- On completion of the selection process, provide a brief memo to the key decision-maker or board chair describing the steps taken to promote gender parity and inclusion in the recruitment process.
- Include information on diversity and inclusion in the board induction pack.
- Suggest to chairs an update on their onboarding processes such as first meeting kick-off when a new member joins.