One of NGA’s 8 elements of effective governance is having the “right people around the table”. From evaluating your current board to succession planning and governor recruitment, ensuring you have an effective governing board of volunteers, including recruiting from underrepresented groups, is not always an easy task!
The NGA’s updated Right People Around the Table guidance provides practical advice on governor recruitment, including prioritising diversity. The NGA’s Skills Audit has also been renamed the Skills and Diversity Audit.
Here are some top tips to help you create a robust governor recruitment process:
Ensure vacancies are transparent around what governance looks like both more generally and in your specific setting. Ensure you include information about the role, eligibility and responsibility of governors in addition to expectations in terms of time, travel and availability. Also remember to make it clear how to apply or ask for more information.
Use a wide range of channels
By opening up your recruitment process to a wide range of channels you are actively encouraging diversity. From local media to Linkedin and twitter – think outside the box!
Actively encourage diversity
“A diverse Board brings greater awareness of the different challenges experienced by the communities we serve. It reduces blind spots and leads to better decision-making” Kam Kothia, Chair of Trustees at Star Academies
Set a culture for equality and diversity as a fundamental believe and guiding principle for the evolution of your Board to ensure it best serves the commities it supports. Create an inclusion culture by inviting and welcoming both challenge and support.
Consider peer on peer review
Peer on peer review of your recruitment process can offer key insights into where you could improve inclusivity and diversity.
As well as being transparent around governance, help potential applicants to understand the role of governance in your setting by being actively visible in your role and encourage meaningful engagement with stakeholders.
Have a high quality induction process
Ensure a high-quality induction process for all governors is in place. On the flip side, encourage fresh perspectives with meaningful succession planning.
What would you add to this list? What barriers do you face with governor recruitment? Have you considered the diviersity and incluivity of your Board?
All my best
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