Trustee Troubleshooter: we really struggle to recruit trustees. What can we do?
In our September Matters Arising newsletter, Penny Wilson, Inclusive charity governance consultant, shares advice on a query from one of our readers
“We really struggle to recruit trustees. We’re down to just three of us now and we just don’t seem to be able to attract any more. When we do persuade people, they don’t stay. What can we do?”
Penny responds below:
That’s difficult. It puts extra pressure on the three of you who are left and it’s frustrating when people agree to be a trustee and then don’t stay.
‘I’d recommend looking beyond your usual networks and being clear about why you want people to join your board’
Gloucestershire Rape and Sexual Abuse Centre (GRASAC) have recently tripled the size of their trustee board – and increased its diversity and experience. Susanna Morris, Volunteer and Participation Co-ordinator, explains how they achieved this
When I started working on our trustee recruitment, I’d not recruited to a board before, and if I’m honest, felt a little out of my depth! I was relatively new to my role, coming from a predominantly clinical and training background, so I approached the task from what I know - encouraging involvement and making individuals feel welcome.
Read on to hear how Susanna and colleagues successfully adapted their recruitment process to help you do the same.
‘I had to start somewhere, so I started small. Allyship doesn’t have to be a big, sweeping gesture’
Jade Craswell is the Chief Executive Officer of PATA (UK), the largest voluntary sector provider of early years childcare and education support in Gloucestershire. She shares how small steps can lead to a more inclusive organisational culture
Being an ally means supporting people from marginalised groups. As a white woman, I have lived experience of gender inequality, but true allyship is intersectional and recognises that people hold overlapping identities that can compound their experiences of discrimination.
When I first started reflecting on inclusion, honestly, I was scared. Inclusion and allyship was important to me, but I didn’t know much more on the topic.
I was scared of getting it wrong and afraid I might upset someone if I used the wrong words. People within my organisation were kind and had the best intentions and it felt safer to conclude that we were inclusive because we were all caring people. Yet, I knew I had to push towards true inclusion.