Perchance it was the keynote speaker Mohammed Bilal, a hip-hop writer, musician, and former cast member of MTV’s Real World ?

Mohammed Bilal is also a diversity consultant, who in the span of less than 30 minutes shared his 12 Steps Toward Appreciating Diversity, one of the most practical and creative ways I’ve seen in a while for engaging a broad audience in the matters of race and racial equity.   (I was particularly struck by how he described steps 1, 6, and 11.)  But it was his overall tone and message that resonated most with me–that rather than solely embracing diversity, our differences, we need to strive for vibrancy everyday. And by every day, we “work the muscle” for equity and for facing race.

In community development, we strive for creating strong, healthy, vibrant communities. What Mohammed’s words inspired in me was to not lose sight of the cultural vibrancy our diversity creates in communities–ethnic, racial, age, gender, sexuality, ability, etc.  These differences are what we who care about social justice are fighting for.  However, in neighborhoods and communities often times, it’s the difference in perceptions and experiences that we find ourselves fighting about.  Fundamentally, we have more commonalities than differences.  We just have to have the courage and perseverance to find them, together.

In the past six months, the National Association of Corporate Directors and the Council of Foundations hosted sessions at their national conferences on the importance and urgency of diversity.  Benefits include consideration of a greater range of opinions and background at the highest level of decision-making, greater visibility to potential markets and affirmation to existing ones.  Very few organizations today serve  a near-homogenous constituency and in many instances, the board composition is the last to reflect that.

Power to diversify the board is held by the organization’s compensation and nominating committees.  If these committees identify diversity as a priority, then it becomes a matter of follow through.   The will and leadership of the board chair and executive director carry the day as well, for they too have the power to guide actions and generate interest for board openings.

If instead, your board meetings feature dry excuses for the pale pool, here are a few retorts.

We can’t find people with the depth of experience required by our board.

Boards exist to complement and steer professionals.  High performing board members can apply experience from life lessons, education and former careers that bring new meaning to “depth of experience.” Plenty of valuable experience remains untapped for the greater purpose.

We can’t tell from their applications or resumes whether they represent a diverse perspective.

There are ways to embed questions in the application that enables the applicant to self-identify his/her background or interest regarding diverse markets, constituencies or other challenges.

We already have one on the board, so we kind of think we’re good.

Having more than two members from a community transcends marginalization of the voice and perspective any individual brings to the board.  This rule of thumb is applicable with larger boards and because it raises the specter of “quotas” should be replaced with appropriate organizational data detailing diversity goals or trends in stakeholders, sales, and planning.

We tried.  We really did.

“Try harder,” was the call to action at the Council of Foundations session.  Is the opportunity to serve championed in publications and websites frequented by your diverse constituencies?  Does the organization feature board members and tell the stories of their impact or reason for serving? Has the board and staff covered the spectrum of stakeholders inviting applicants from all walks to submit their credentials and letters of interest?

Today organizations need to be strategic with every opportunity. Why would you choose to pass up such an important one as board composition?

Other good resources:

Recruiting and vetting nonprofit board members (BridgeStar)

BoardSource reference materials (member & non-members)

A couple of weeks ago, I participated in what I think is the best formalized organizational diversity experience in my working career.

The session was held at the Greater Twin Cities United Way, my current employer.  It was an interactive experience that left me with a greater understanding of myself and my fellow co-workers.

Wing Young Huie, a nationally recognized photographer, was the facilitator.  He applied his creative method and process for his upcoming project along University Avenue, scheduled to open in early Summer 2010.

I began the experience by being paired with a colleague who I did not know very well.  The instructions seemed pretty easy:  interview each other using 6 set questions and then collaboratively come up with a word, sentence or phrase that describes each other.  Write it on a small chalkboard and photograph each other.

The six questions were:

1.         What are you?

2.         How do you think others see you; what don’t they see?

3.         What advice would you give a stranger?

4.         What’s your favorite word?

5.         Describe an incident that changed you.

6.         How has race affected you?

The result is the picture you see along with my post.

What experiences have increased your understanding of diversity and inclusion?