I should add it requires you to actively think about your recruitment processes, who you are targeting & how, your personal biases, attitudes, beliefs. Be active in reflecting about that - we all have unconscious biases, & are all tempted to recruit in our own likeness.
eg about 15 yrs ago, I was recruiting a performance mngr to my team. I was acutely aware of my bias in favour of a white man with a background & way of thinking similar to me: a maths grad who had an analytical /business modelling role in the private sector, like my early career.
In this case it wasn’t about my bias for another Asian woman, but about other aspects of “likeness”. I did actively question my bias with my colleagues, but in this case he was the best person for the job. Not a decision made automatically without personal reflection.
Its our diversity that makes us a better Board. The injection of different viewpoints, arising from different life experiences, skills, cross sector / disciplinary experience, different ways of viewing the world because of who we are - means we make better considered decisions.
unroll
