Representative boards

In the arts and cultural sector we pride ourselves in being innovators. We bring people together to celebrate, to learn from one another, to see the world and society through the experiences of others. But why are we so bad at including disabled and deaf people on boards?

In London only 2% of all board members of arts and cultural organisations are disabled or deaf1. Our management, staff and decision-making structures should reflect the changes in society. Charitable legislation maybe Victorian but it doesn’t have to stay like that! Diversity is an important component of governance, not only from a representational perspective, but also in terms of making effective decisions at a strategic level. Disabled board members have useful experiences to share on the social impact of their impairment, but, most importantly, they have an array of other qualities and knowledge that you can benefit from.  

The process of appointing and retaining disabled and deaf trustees is, in essence, no different to that of non-disabled people. However, for some individuals there might be some additional planning around access that is required. Above all, it is logical and a process of mutual respect. Do establish the ‘Why’ before you start the whole process. A disabled person should be satisfied that their involvement is wanted by the whole organisation. Everyone in the organisation needs to be aware of and buy into the strategy. I know of a very senior disabled person arriving at a theatre for their first board meeting and being shown into a Youth Theatre rehearsal! Prior communication, trust and respect are vital. [[The majority of disabled people have no significant access needs. Or, according to the Disability Rights Commission, those that do cost less than £100!]]  

Here are a few tips before you start recruiting:  

• Have you carried out an equality review or an access audit/action plan? Essentially, what is motivating you and your organisation? It is only fair that disabled people become involved in your organisation in a fair and equitable manner. Better this recruitment is part of an overall action plan than tokenistic approaches (you would be surprised how many people get this wrong.)
• Has the board agreed this action plan or strategy? We are all human and sometimes change can be difficult for any organisation. Bringing new trustees into an established group of people can be challenging, be they disabled or non-disabled.
• Are there any other disabled or deaf people on your board? Would it be useful to consult them and discuss your recruitment strategy first?
• How do you conduct your meetings? Do you use a lot of shorthand language? How is information prepared – written reports? How much time do trustees have to read papers? In what physical location is the meeting held? What time of day is the meeting? These practical matters might need to be adjusted as they can create a feeling of insecurity for people. 
• Equality or disability equality training. Have your board and staff team had any training around access, disability or equality? You might want to consider arranging for them to attend a short course.
• External support. Do you and your board feel as though you have the skills and confidence to implement the recruitment process on your own? Consider what external help, advice and experts are available to you.  

It is important to remember that the majority of disabled people have no significant access needs. Or, according to the Disability Rights Commission, those that do cost less than £100. You shouldn’t have to worry about additional costs or resources.  

We need to ensure that our boards and management committees represent the people we work with – the artists, the audiences and the participants. Disabled and deaf people are part of your constituency and have a diverse range of skills and experience to bring to the table. Diversity genuinely leads to better and more robust decision making. From my own experiences, this inclusive approach really does benefit you and your organisation. Good luck!   

Act NOW!

• Encourage your disabled or deaf staff to attend ‘Future Leaders’, free board training seminars in London, Liverpool and Exeter. For more information contact Mark.  e: [email protected]
• Having difficulty finding disabled or deaf trustees? Get in touch with Shape and see if we can help you find someone. 
• Looking for disability equality training? Visit http://www.shapearts.org.uk/openthedoor 
• For more information, read ‘Whose Board? Whose Agenda?’, the rough guide to including disabled and deaf people on your board, management committee or advisory group. Contact Taryn. t: 020 7619 2612; e: {<a href=’mailto:[email protected]"">[email protected]}