Board Assessment

Unique ID

Section 1

Strongly disagree

Disagree

Neutral

Agree

Strongly agree

Board members become uncomfortable when racial differences are mentioned*

We resent the amount of time spent talking about racism*

Individual board members project their own racism onto others*

We hold stereotypical views of those who are different*

We are not interested in issues of race*

Focussing on black and ethnic minorities stops us from focussing on other groups*

What about the working class, they suffer too. There is too much focus on race. We like to focus on all groups not just black and ethnic ones.*

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Awareness of racism

We are unaware of issues of race and do not accept that racism can be an issue*

We are oblivious to issues of race and suffering of those who are different*

When issues of race and social injustice are raised, managers remain silent*

We are uncomfortable when race and differences are mentioned*

We are dismissive of issues of race; race does not matter to us*

As an board, we resent the time taken up talking about racism*

We have been told we are underperforming as a board but we don't know how to achieve change.*

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Engagement

Senior leaders and board members are dismissive of issues of race; race does not matter*

The world is fairer than most black and ethnic minority people say. I know a black person who is doing really well.*

Racial and social injustice do not exist*

As a board, we don't see colour; we see everyone as the same.*

We are more concerned with issues about the working class.*

We prefer to talk about disability than the impact of race*

The board need not concern itself with discussion on racism, this is for the managers.*

We do not believe in giving different opportunities to ethnic minorities and we consider this to be unfair*

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Acceptance/Understanding racism exists

We are open to new information and meaningful conversations about differences*

Senior board members feel able to review and challenge stereotyped views and perceptions*

We are open to talking about racism and having meaningful conversations*

We are starting to see the bigger picture around race and are genuinely interested in learning about the impact of racism*

We all understand systemic and institutional racism and issues of power.*

We want to hear what our black colleagues have experienced*

Board members genuinely want to learn and aim to become compassionate and show empathy*

We have unconscious bias training for all board members and invest time in this every year*

Board members are taught to explore their own unconscious bias, white privilege and other positions of power*

The only way to achieve equality and equity is to have greater representation of ethnic minorities on the Board.*

We are against workplace pay discrimination and believe in transparent pay.*

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Open to learning

We are starting to see the bigger picture around race.*

All board members are able to reflect and genuinely engage in issues and discussions around race*

Board members are able to identify racist behaviours and correct behaviour and language around race.*

Senior leaders and board members understand how structure and power affects individuals and organisations*

We recognise that injustice for one can mean injustice for all if unchallenged*

Managers collect ethnicity data and monitor the progress of black and ethnic minorities and their outcomes. This is shared at Board level.*

BME staff are well represented as Senior leaders within the organisation*

We have moved past and beyond unconscious bias training. We believe in taking action to reduce racism and racial disparities.*

We belong to a Race Equality Network where we share progress in this area and benchmark with other organisations.*

We have DEI champions and allies*

We recognise that a diverse Board means greater diversity of thought to support cognitive decision making.*

Board members are encouraged to challenge things in a sensitive, non-threatening way.*

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Ability to see the bigger picture

Staff in our organisation and on the board are showing leadership qualities and willingness to take on leadership roles promoting racial equity and social justice.*

We provide safe spaces for conversations on racism*

Senior leaders understand the importance of values and values-based leadership*

As an organisation, we shift from just thinking about representation to considering values, beliefs and behaviours of individuals and of organisations.*

We understand systemic and institutional racism and issues of power.*

Our Board membership reflects the client groups that we serve and we have BME within this group.*

As a board, we strongly believe that diverse groups bring a greater diversity of thought and are more innovative than homogenous groups.*

Race equality is an important consideration at all levels of the organisation, including senior leadership meetings and board meetings where it is a standing item.*

It's important to recognise that you cannot have gender pay parity without achieving parity for ethnicity.*

As a board, we recognise we need to constantly monitor and review our performance in all areas including in the area of diversity, equality and inclusion.*

As a board, we provide "accommodation" for new board members through board apprentice programs.*

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Leadership qualities

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Presentation Total

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Section 10

Board Assessment

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Section 7

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Section 9

Section 10

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