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.
- 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.