Five Inclusive Behaviors Board Chairs Overlook
Why does inclusivity lag behind diversity?
1The Difference Between Diversity and Inclusivity
Companies have made significant progress in adding more members from traditionally underrepresented groups, such as women and minorities, to their boards. However, despite increased diversity, many boards lag in inclusivity. Inclusivity refers to an environment where diverse voices are truly heard and all members can contribute to decision-making. This highlights a perception gap between board chairs and members.
2The Perception Gap Between Chairs and Members
Interviews with over 25 board chairs and 20 members revealed that while most chairs believed they led inclusive boards, many members disagreed. A recent Egon Zehnder global survey echoed these findings. While 90% of chairs reported creating inclusive spaces, only half of the members said their boards were truly inclusive.
3Defining Inclusivity
An inclusive board is one where every member feels respected, valued, and empowered to contribute. In such boards, diverse perspectives are actively sought and carefully considered. However, inclusivity does not mean everyone’s opinion carries equal weight; it means decisions are enriched by diverse inputs and made transparently.
4Behaviors Chairs Overlook
Interviews revealed that chairs often unintentionally overlook behaviors that shape inclusivity. While chairs expressed their intention to create inclusive boards, members noted that chairs were unaware of the implications of their actions or inactions.
5The Role of Pre-Meeting Calls
Pre-meeting calls can either enhance or detract from inclusivity. Some chairs use these calls to align with certain members or discourage dissent, which undermines inclusivity. However, when used to review the agenda and encourage quieter voices, these calls can promote inclusivity.
6Inclusivity During Meetings
During meetings, chairs can foster inclusivity by encouraging all members to speak and considering diverse perspectives. This is particularly important for more reticent members. Chairs should adopt a balanced approach to discussions and ensure everyone’s participation.
7Post-Meeting Follow-Up
Post-meeting follow-up is crucial for sustaining inclusivity. Chairs should evaluate how decisions are implemented and consider member feedback. This process ensures members feel their contributions are valued and encourages active participation in future meetings.
8Chairs’ Personal Traits and Inclusivity
While research suggests inclusivity depends on chairs’ personal traits, the reality is different. Introverted, extroverted, analytical, or relationship-focused chairs can all lead inclusive boards. Inclusivity is not about who the chair is but what they do.
9Five Key Inclusive Behaviors
Interviews identified five behaviors chairs often overlook: understanding perspectives in pre-meeting calls, ensuring all voices are heard during meetings, making decision-making transparent, following up after meetings, and valuing member contributions. These behaviors enable boards to effectively leverage their diversity.
10The Impact of Inclusivity on Board Effectiveness
Inclusivity enhances board effectiveness. Boards that consider diverse perspectives are better equipped to handle complex strategic challenges. This is particularly important in today’s context of geopolitical uncertainties, climate risks, and technological disruptions.
11Structural Changes for Inclusivity
To foster inclusivity, chairs should focus on structural changes. This includes how meetings are conducted, decisions are made, and members are included. These changes enable boards to effectively utilize their diversity.
12The Future of Inclusivity
Inclusivity is critical for the future of boards. By understanding the difference between diversity and inclusivity and changing chairs’ behaviors, companies can make more effective decisions. This helps boards navigate today’s complex challenges.