Principle 6 Diversity: The approach to diversity supports its effectiveness, leadership and – decision making. Rationale Key outcomes Diversity, in the widest sense, is essential for boards to stay informed 6.1 The board is more effective if it includes a variety of perspectives, and responsive and to navigate the fast-paced and complex changes experiences and skills. facing the voluntary sector. Boards whose trustees have different 6.2 The board ensures that the charity follows principles of equality backgrounds and experience are more likely to encourage debate and diversity, going beyond the legal minimum where appropriate. and to make better decisions. The term includes the nine ‘diversity’ protected characteristics of the Equality Act 2010 as well as different backgrounds, life experiences, career paths and diversity of thought. Boards should try to recruit people who think in different ways, as well as those who have different backgrounds. Recommended Practice Evidence of application / explanation Areas for improvement / implementation 6.3 Encouraging inclusive and accessible participation 6.3.1 The board periodically takes part in training and/or reflection about diversity and understands its responsibilities in this area. The board makes a positive effort to 6.3.2 remove, reduce or prevent obstacles to people being trustees, allocating budgets, where necessary, to achieve this within the charity’s available resources. This could include looking at: the time, location and frequency of meetings how papers and information are presented to the board, for example using digital technology offering communications in formats such as audio and Braille paying reasonable expenses and how trustee vacancies are publicised and the recruitment process. 6.3.3 The chair regularly asks for feedback on how meetings can be made more accessible
Principle 6 – Diversity: The approach to diversity supports its effectiveness, leadership and decision making. Rationale Diversity, in the widest sense, is essential for boards to stay informed and responsive and to navigate the fast-paced and complex changes facing the voluntary sector. Boards whose trustees have different backgrounds and experience are more likely to encourage debate and to make better decisions. The term ‘diversity’ includes the nine protected characteristics of the Equality Act 2010 as well as different backgrounds, life experiences, career paths and diversity of thought. Boards should try to recruit people who think in different ways, as well as those who have different backgrounds. Key outcomes 6.1 The board is more effective if it includes a variety of perspectives, experiences and skills. 6.2 The board ensures that the charity follows principles of equality and diversity, going beyond the legal minimum where appropriate. Recommended Practice Evidence of application / explanation Areas for improvement / implementation 6.3 Encouraging inclusive and accessible participation 6.3.1 The board periodically takes part in training and/or reflection about diversity and understands its responsibilities in this area. 6.3.2 The board makes a positive effort to remove, reduce or prevent obstacles to people being trustees, allocating budgets, where necessary, to achieve this within the charity’s available resources. This could include looking at: the time, location and frequency of meetings how papers and information are presented to the board, for example using digital technology offering communications in formats such as audio and Braille paying reasonable expenses and how trustee vacancies are publicised and the recruitment process. 6.3.3 The chair regularly asks for feedback on how meetings can be made more accessible
template-for-assessing-governance-code-small-charities.docx