The lack of racial and gender diversity on corporate boards is inexcusable. A diverse board will help companies more accurately reflect the population metrics of their communities, make better decisions based on a broad range of perspectives and experiences and improve their reputation. It is essential that businesses and federal policymakers focus efforts to build equitable systems to identify and attract talent, and reform the selection process to improve diversity within American corporations.

The main focus of board diversity discussions is on the necessity of correcting a skewed representation of the demographics of a company. However, the ultimate goal should be to find candidates who have a diverse range of skills, abilities and experiences. Diverse board members bring new perspectives to the table and can alter the status established. They can also make more creative decisions that create long-term value.

Using a combination of factors like education, age, and professional experience, you can identify which areas your board is not or over-represented and target the recruitment process accordingly. If your board is heavily composed of people who have degrees in engineering, for example, you may want to add an executive with some experience in the marketing field to facilitate a deeper discussion.

Some companies take the step of making an announcement about their commitment to diversity. This is a great method of holding the board and senior managers accountable. You can also conduct an assessment of diversity via your board portal and highlight areas you need to strengthen your workforce.

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