Studies show diverse and inclusive organizations have significantly more impact on the communities they serve. From improved corporate social responsibility, to employee recruitment and retention, to governance practices, diverse organizations outperform less diverse ones in almost every area. Still, there’s a marked lack of representation of Black, Indigenous, and people of colour in leadership positions and on boards across the country.
A 2020 report by the Diversity Institute at Ryerson University found that racialized people occupy only 10.4% of board positions across the non-profit sector. In Calgary, they hold just 9.1% of board positions across all cause areas—even though they represent 33.7% of the population. For Indigenous people, that number is even less. Nearly zero, in fact. “Indigenous Peoples are rarely members of boards,” the report says.
From Diversity Leads, a report from the Diversity Institute at Ryerson University.
The problem stems from pressure for board applicants to disclose their identities, as well as discrimination and a lack of personal and professional networks, says the report.
Olumide Abayomi, founder and CEO of the Toronto-based philanthropy company AGENTSC Inc., agrees. In a presentation on board development, Abayomi points to recruitment systems and processes as a barrier to diverse and inclusive boards. In particular, the practice of appointing friends and supporters is causing a lack of diversity. “A commitment to only appointing friends and people in the same network has pretty much left Canadian boards in a situation where they are almost exclusively white,” he says.
Many well-meaning non-profits have responded by making space on their boards for Indigenous representatives, but failed to do so effectively. That’s because the problem isn’t just a lack of accessibility. Non-profit boards are built on colonial systems of administration and traditional power dynamics that aren’t conducive to meaningful engagement with Indigenous Peoples. To improve engagement and increase Indigenous representation, organizations must commit to decolonizing non-profit board governance—and that means thinking about the goal before deciding the solution is making space on their board.
In this blog post, we share 3 tips we’ve uncovered on our own learning journey for improving engagement with Indigenous communities, and diversifying and decolonizing non-profit board governance, including:
Reviewing and (re)commiting to the Truth and Reconciliation Commission of Canada’s Calls to Action.
Reconsidering traditional board-based governance to incorporate diverse worldviews and approaches to decision making.
Recognizing that volunteerism is a privilege and reviewing practices to encourage participation among those experiencing marginalization.
Answering the call
Diversifying board governance is not just about the numbers, says Liben Gebremikael in this 2021 Imagine Canada article. Organizations need to “change their boards’ processes and culture so that they are ready to welcome racialized and marginalized voices to the table and ensure their participation is meaningful,” Gebremikael says. That means all people are empowered to share their talents and strengthen their communities, regardless of their role.
Creating this kind of change requires reflecting on unconscious biases, listening and learning from community members, building authentic partnerships, rethinking policies and procedures, and more. It’s heavy lifting, but rewarding in so many ways!
Fortunately, when the Truth and Reconciliation Commission of Canada (TRC) created the Calls to Action in 2015, they laid a roadmap for reconciliation with Indigenous Peoples. Though call to action #92 references the corporate sector in Canada, the recommendations can be applied to non-profit and charitable organizations as well.
Excerpt from TRC Calls to Action
92. We call upon the corporate sector in Canada to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous Peoples and their lands and resources. This would include, but not be limited to, the following:
i) Commit to meaningful consultation, building respectful relationships, and obtaining the free, prior, and informed consent of Indigenous Peoples before proceeding with economic development projects.
ii) Ensure that Aboriginal Peoples have equitable access to jobs, training, and education opportunities in the corporate sector, and that Aboriginal communities gain long-term sustainable benefits from economic development projects.
iii) Provide education for management and staff on the history of Aboriginal Peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations. This will require skills based training in intercultural competency, conflict resolution, human rights, and anti-racism.
These recommendations are a great place to start the process of diversifying and decolonizing non-profit board governance. So, review the Calls to Action, find one that applies to your sector (if not call to action #92), and get started.
A cultural transformation
Decolonizing non-profit board governance requires addressing the underlying organizational cultures and values that hinder meaningful participation.
For some, that might mean exploring different decision-making models. Indigenous communities have used non-hierarchical governance approaches and shared decision-making since time immemorial, and there’s a reason for that. This type of decision-making takes into consideration multiple perspectives to best reflect the needs of a community, resulting in more relevant and responsive programming—and greater impact.
For others, that might mean reviewing policies and procedures. While non-profit and charitable organizations have to follow certain rules and regulations when it comes to board governance, flexibility does exist. What’s thought to be legislation is actually best practice that’s been carried forward year after year, says this 2021 report from the Edmonton Chamber of Voluntary Organizations. Some of these practices have become so deeply entrenched, it’s hard to recognize the difference—such as practices like not compensating board members.
“Most Alberta non-profits are not governed by legislation prohibiting organizations from paying board members for their services. However, notions that board members should be volunteers who do not receive financial compensation have been widely accepted as legal fact,” says the report. But providing compensation for board members, especially those experiencing marginalization, can remove significant barriers to participation.
All organizations, regardless of where they are in their learning journey, should invest in cultural awareness training. Delivered by a trained diversity, equity, and inclusion (DEI) specialist, preferably one with lived experience, cultural awareness training can help kickstart or continue important conversations about anti-racism among your board members, and move your organization one step closer towards reconciliation.
A step in the right direction
Bottom line: diversifying and decolonizing non-profit board governance is not easy work. Rather than bringing on board members to fill a quota of diversity, do the hard work of listening and learning from your community to build positive structures that make everyone feel welcome and included. Then turn those structures into policies and procedures. By designing a culture of belonging first, you can develop a DEI policy that meets the needs of your diverse community.
Additional Resources
The KEA Canada team is thankful for the opportunity to create, collaborate, play, and work on the lands known today as Canada. We recognize that these lands are home to the enduring presence of all First Nations and Métis people, and the Inuit.
We are grateful for the meaningful relationships that we are forging with Indigenous communities across this land as we work towards truth and reconciliation in all that we do today and every day. We honour the authentic history of Turtle Island and its original people, and are committed to sharing what we know—and what we learn—with colleagues in the social purpose sector.
The following resources have been integral to our continued learning:
Truth and Reconciliation Commission of Canada: 94 Calls to Action
United Nations Declaration on the Rights of Indigenous Peoples
Of / By / For All Change Network—This 12-month online program that provides the structure, tools, coaching, and community to make your organization more diverse and inclusive.
Progressive Aboriginal Relations (PAR) Program—Administered by the Canadian Council for Aboriginal Business, this certification program confirms corporate performance in Indigenous relations at the Bronze, Silver, or Gold level.