Practical Steps for Ensuring Diversity on Boards

Sarah O’Neill, HDN Board Member and Chair of Willow Tree Housing Partnership and shares her thoughts:

I’ve been thinking recently about the responsibilities of boards when it comes to diversity, equality, and inclusion (EDI). Crucially boards set the tone for the organisation, ensure EDI is embedded into strategy and governance, and hold leadership accountable. Just as importantly, boards need to reflect on their own diversity—because who sits around the table truly matters.

A diverse board brings together different genders, ethnicities, disabilities, skills, experiences, and perspectives. If your organisation serves a diverse community, your board should mirror that. Having members with lived experience of social housing, for example, leads to decisions that better serve residents.

One way to create space for new voices is by having a pipeline of new board members (to deal with term limits) and further allowing fresh perspectives to shape the board over time.

Here are my practical steps for improving board diversity.

1.  Know Where You Stand
   Start by conducting a diversity audit of your board and repeat it every year. Understanding the current makeup helps identify gaps and set realistic goals for improvement.
2. Have a Clear Diversity Strategy
   Good intentions aren’t enough – diversity needs a strategy. A board diversity plan ensures that recruitment, retention, and succession planning align with EDI principles. I know that my colleagues at HDN have some great expertise in helping boards understand their ambitions, and develop a plan for the future.
3. Make Board Meetings Inclusive
   Diversity isn’t just about who is recruited—it’s about ensuring everyone can contribute fully.
   Consider:
   • Offering hybrid meeting options instead of requiring in-person attendance.
   • Making board materials accessible and offering reasonable adjustments.
   • Paying board members fairly and consistently, such as on a monthly basis.

Reviewing board practices can help remove barriers and create an environment where all members feel valued.

Rethinking Board Recruitment

Many boards struggle with inclusive recruitment. The focus is often on sector experience and legal knowledge, but diversity of thought and lived experience are just as valuable.

Here’s how to recruit differently:

1. 1. 1. Expand Your Reach
         If you always recruit from the same places, you’ll get the same candidates. Instead:
         • Advertise roles more widely, including on platforms that attract diverse candidates.
         • Partner with diversity-focused networks to reach underrepresented groups.
      2. Make Job Ads More Inclusive
         Many board role descriptions focus too much on legal duties and skills, rather than culture and support. Instead:
         • Highlight how the board fosters inclusion and supports new members.
         • Clearly outline induction plans and professional development opportunities.
      3. Remove Unintentional Barriers
         Some recruitment processes can discourage diverse candidates. For example:
         • Avoid vague selection criteria or hiring for “fit,” which can reinforce existing biases.
         • Go beyond basic disability confidence and ensure real inclusion.The best boards don’t just talk about diversity—they make it a priority.

That means implementing inclusive recruitment strategies, creating supportive environments, working with diversity-focused partners, and ensuring succession planning is rooted in EDI principles.
Diversity on boards isn’t just a checkbox—it strengthens organisations, making them more representative and better equipped to serve their communities. Change starts now.