Passion alone does not create, build, and sustain Scottish heritage societies. While some new Scottish heritage societies are created every year, many more organizations languish and die. One of the problems may be the lack of different perspectives and ideas on how to operate. That is one of the reasons why gender equity is critical for our societies, especially on governing boards.
In general, gender equity on nonprofit volunteer governing boards can provide:
Diverse Perspectives: Gender-diverse boards bring a variety of perspectives, experiences, and ideas. This diversity enhances decision-making and problem-solving, leading to more innovative and effective strategies. (National Council of Nonprofits, “Why Diversity, Equity, and Inclusion Matter for Nonprofits.”)
Representation: Boards that reflect the communities they serve are better positioned to understand and address the needs of those communities. Gender equity ensures that women’s voices and experiences are included in governance. (BoardSource, “Leading with Intent: Reviewing the State of Diversity, Equity, and the Inclusion on Nonprofit Boards.”)
Enhanced Performance: Studies have shown that diverse boards perform better. They are more likely to consider a wider range of issues and solutions, leading to improved organizational performance. (Common Fund, “Nonprofit Board Diversity = Effective Stewardship.”)
Attracting Talent and Funding: Organizations with gender-diverse boards are often more attractive to potential employees, volunteers, and donors. Many funders and supporters prioritize diversity and inclusion when choosing which organizations to support. (Ibid.)
Sustainability: Gender equity contributes to the long-term sustainability of an organization by fostering an inclusive culture that values and retains diverse talent. (Hewlett Foundation, “How foundations can promote more inclusive nonprofit boards.”)
Unfortunately, the key leaders of most Scottish heritage societies are not equally male and female. Of the over 120 COSCA organizational members who list a society president or primary contact, only about 21% list a female. For those that include a secondary contact, about 41% mention a female. Overall, these societies mention females at a rate of about 25.5%.
As noted, this does not represent the actual percentage of woman on governing boards, just the COSCA primary contact. However, each Scottish heritage society should review the gender parity of their governing boards and committees. The Scottish Parliament passed the Gender Representation on Public Boards (Scotland) Act 2018: which states the “gender representation objective” for a public board is that it has 50% of non-executive members who are women.
Here are some strategies that Scottish heritage societies can consider:
Set Clear Goals: Establish a gender representation objective, similar to the Gender Representation on Public Boards (Scotland) Act 2018, which aims for 50% of non-executive board members to be women.
Encourage Applications from Women: Actively reach out to women and encourage them to apply for board positions. Highlight the importance of their contributions and the impact they can make.
Provide Training and Support: Offer training programs and mentorship opportunities to prepare women for leadership roles. This can help build confidence and skills necessary for effective governance.
Promote Inclusive Culture: Foster an inclusive culture within the organization that values and respects diverse perspectives. Ensure that all board members feel welcomed and supported.
Review Recruitment Practices: Assess and revise recruitment practices to eliminate biases. Use gender-neutral language in job descriptions and ensure diverse representation on selection committees.
Monitor Progress: Regularly review and report on the progress towards achieving gender equity. Use data to identify areas for improvement and celebrate successes.
Several nonprofits have employed successful gender equity initiatives for their nonprofit boards.
For example, in 2019, the Nonprofit Center at La Salle University and the Women’s Nonprofit Leadership Initiative produced an in-depth study on the composition of boards in the Philadelphia region’s largest nonprofit educational and medical institutions. The report highlighted significant gender gaps and underrepresentation of women of color. By 2022, their follow-up report, “Closing the Gaps: Gender and Race in Nonprofit Boardrooms,” commended institutions that showed significant progress in gender equity and outlined areas needing improvement.
The UN Global Compact’s Target Gender Equality initiative showcases various organizations aligning with the Women’s Empowerment Principles (WEPs) to achieve gender equality. For example, Starlight Media and Calik Denim have implemented well-framed human resource practices to inspire gender equality across their boards.
These case studies demonstrate that with intentional efforts and strategic initiatives, nonprofits can make significant strides toward achieving gender equity on their boards.
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