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Registered Charity 207499 Cripplegate Foundation Limited
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A few weeks ago we were delighted to welcome eight new governors and advisers to Cripplegate. We saw the appointment of these diverse new voices as a starting point of a journey to become a more representative organisation in the borough.
Two months later, at the end of November, we shared the learnings that we have made so far at the ACF Conference 2020. Here are some of the key reflections from the webinar we hosted:
1. What attracted me to Cripplegate Foundation
I was born and raised in Islington, and participated in several local projects funded by Cripplegate, so I know well the benefits that well-funded programmes can achieve for community development. Connected to this, I applied because:
2. How I found the recruitment process
It was clear Cripplegate had done its research and thought hard about why diversity at a board level matters and how to move next to ensure its leadership was representative of the community and its diverse groups.
For example, during my conversations with Allyson Davies (our recruitment partner), Sarah Benioff and many others in the team I was convinced that in their own lived experiences diversity was important to them. This is important because it speaks to integrity and character of the organisation. Candidates can smell out when a diversity initiative has a genuine WHY behind the process or when it’s simply a tokenistic exercise.
Following the recruitment process, if you look at the make-up of the new governors and advisers I think it captures a diverse group of people and voices. I personally grew up in a low income, single parent household.
3. My advice on how to diversify boards
Have clear and flexible candidate briefs:
Consider exactly which groups are underrepresented on the board and develop a well-planned process to recruit those groups, underpinned by WHY the board needs those people and those perspectives.