Diversity and inclusion
The charity sector supports a diverse range of communities, people and causes. But this diversity is not reflected in its personnel, particularly at management level.
As a sector, we lack a real understanding of the value of a diverse team. And it’s clear that people find it difficult to talk openly about the issues that drive discrimination and exclusion.
We want to support a bold and collective commitment from charities and funders to improving equality and inclusion within the charity sector’s workforce.
Key tools, resources and commentary on diversity and inclusion
The moral and business case for greater diversity and inclusion in the charity sector is clear. Yet time and again, research into diversity amongst trustees and senior managers in the charity sector shows little progress. Our research briefing asks: what is holding the charity sector back from putting words into action?
This paper outlines what it means to have a truly diverse board of trustees and what it brings to an organisation. It also explores how to manage and maintain a board that is diverse.
Most charities believe boards should be diverse. But, according to our State of the Sector research, many are unsure what specific benefits diversity brings and how to achieve it. At a recent event for charity trustees we explored the benefits and challenges a diverse board can bring.
Amina Memon, Professor of Psychology at Royal Holloway University blogs to introduce work she has done in collaboration with NPC. She asks does the charity sector really care about diversity, and what is holding it back from acting if it does?
The voluntary sector's board diversity and inclusivity issue is well known. How do we tackle this? Grace Wyld shares insights from a recent NPC event on the topic.
In the private sector, the move towards greater board diversity has been building for years now. And as a result, a compelling case has been made for how it can boost organisations' performance. Reflecting on a recent NPC roundtable, Julia Oliver argues that the third sector needs to step up and follow suit. She offers some ideas as to why and how trustees should open themselves up to get different skills, insights and perspectives on board.