Inclusive Board Recruitment

Yolanda Pruitt-Ames, executive director of the Council of Early Childhood Educators and chair of NANA's own board inclusion committee, teaches this course with Adaeze Brathwaite, chief of staff at the Alliance of Regional Arts Presenters, who writes on inclusive board recruitment from a theater-lobby office. The course runs ahead of nominating season, with NANA's own member ballot closing September 15.

Comparing a board's current composition, by role, sector, geography, and tenure, against the membership it serves, to name the specific gaps a nominating slate needs to close before recruiting begins.

Sourcing candidates beyond the referrals a nominating committee already knows, including chapter leadership, committee volunteers, and member organizations that have never had a board seat before this cycle.

Drafting a board-candidate profile around the skills and perspective a slate is missing, rather than a generic list of desired qualities that any candidate could claim to meet.

Presenting a finished slate to a nominating committee with the gap analysis attached, so a committee is voting on a rationale, not just a list of names, before the slate goes to member ballot. Adaeze Brathwaite shares the briefing memo format she uses with her own board.

Nominating committee members, board chairs, and staff who support governance and board development, particularly committees starting work on a slate ahead of the fall ballot. Bring a current board roster; the audit exercise works best against your own numbers, not a sample one. Pairs with the Inclusive Board Recruitment Guide.

• Audit a current board roster against the membership it represents

• Widen a nominating committee's candidate sourcing beyond past board referrals

• Write a board-candidate profile that states the skills a slate is missing

• Brief a nominating committee on a slate before it goes to member ballot