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.

Planning

Do I understand the business case for gender parity (and diversity more broadly) and inclusion?

  • 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.

Have targets been set relating to gender parity and inclusion in recruitment?

  • In conjunction with the board/key decision-makers, identify gender specific targets in the recruitment process.

Attracting

Do nominees from specific individuals, groups or organisations include female candidates?

  • 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.

Is the position advertised widely, to help reach the best and broadest range of candidates?

  • 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.

Selecting

Is the selection panel gender-balanced, and committed to gender parity and inclusion?

  • 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.

Is the shortlisting and interview process free of bias?

  • 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

Is diversity and inclusion included in the board induction process?

  • 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.