1. Recruiting for Diversity Why it is important and how to do it

2. How to Increase Diversity amongst Trustees Achieving diversity is a perpetual challenge for charities - how can organisations attract members of the public not traditionally represented on charity boards to become Trustees?

3. The Statistics 97% of Trustee Chairs are white 70 % are men 0.5% of trustees are aged 18-24 Over a quarter of charities feel that their leadership team lacks sufficient diversity 81% of charities practise recruiting of trustees by word of mouth or personal recommendation

4. Why increase diversity? Many charities risk a disconnection between board members and beneficiaries of their services. A diverse board can increase public confidence and accountability.

5. Different types of trustees and a healthy changeover help to keep the board fresh. New ideas prevent leadership becoming stale. A diverse board contains a broader mix of skills, knowledge and experience, which should give it greater flexibility to overcome challenges

6. How can you increase diversity? Use methods of recruitment other than word of mouth, to try to reach communities not currently represented on the board. You can use specialist job boards targeted at local communities or minority populations.

7. Explore advertising on LinkedIn groups focussed on the type of person you’d like to attract. Organise board meetings at times that are convenient to all, such as evenings, or hold them at different times so that Trustees who cannot attend one particular meeting are not excluded.

8. How to increase diversity Have a set policy in place for expenses such as travel and childcare. Make sure the venue where you hold board meetings can be easily reached by all and is accessible for people with disabilities.

9. Be prepared to provide translators or sign language interpreters, audio, Braille or large print documents. Remember, a Trustee must have the skills, knowledge and experience required to fulfil their role. It is of no benefit to anyone to appoint someone purely to make up a diversity ‘quota’.

10. Dealing with Obstacles Obstacle: Lack of awareness of, or interest in, your organisation Actions: Go on a publicity drive aimed at a specific group of people. Organise events, or attend events held by minority ethnic groups, young people, people with disabilities or whoever it is you are trying to recruit.

11. Dealing with Obstacles : 2 Obstacle: Lack of confidence among potential candidates Actions: Offer training, getting to know us sessions. Invite people to get involved in other activities first. Offer to provide mentors.

12. Dealing with Obstacles : 3 Obstacle: Lack of appropriate support materials or services Actions: Seek advice from organisations like RNID, RNIB on the services and resources available. Remember not to make assumptions about what any individual needs – ask them.

13. Dealing with Obstacles : 4 Obstacle: We don’t know what prevents people Actions: Ask them. A well-considered consultation exercise with a community can be an excellent way to build relationships, provided you are committed to following through on the results.

14. Which websites? Take a look at these websites for information about recruitment and for access to potential trustees: http://www.smallcharities.org.uk/resources-governance-recruitment/ http://www.trustees-unlimited.co.uk/index.php/knowledge-bank http://www.tpp.co.uk/employers/trustee-recruitment www.trustees-unlimited.co.uk

15. More websites www.goprobono.cityphilanthropy.org.uk www.reachskills.org.uk www.do-it.org.uk www.honorarytreasurers.org.uk www.icaewvolunteers.com www.charityjob.co.uk www.theguardian.com

16. Thank you Paula Cannings Trainer, Voscur