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Your new board member is at the table. But do they feel like they belong there?
As leaders, we know recruiting diverse board members takes time and care.
You’re excited! You’ve just welcomed someone with lived experience, who you know will bring a valuable new perspective to the table.
But, at their very first meeting before the agenda even begins, the returning board members are chatting together about vacations in the Bahamas, ski trips for the kids, new EVs, cabin renovations. They have leather briefcases or designer handbags on the table, and expensive cars in the lot.
Your new board member, who takes public transit and lives paycheque to paycheque, smiles politely. But you can tell that they feel out of place.
As the CEO, you have the opportunity to respond in a way that helps every board member feel valued and included.
Here's what we would do…
Would you do the same?
Step 1:
ENGAGE THE BOARD CHAIR, STRATEGICALLY NOT REACTIVELY
“Now that we’ve welcomed new voices, I think it’s time we look at how we build belonging intentionally. Especially in those informal moments where new people may not feel as included.”
​Look at this as an opportunity to work with your board chair in a calm, thoughtful way. Bring what you noticed and frame it as a chance to strengthen the culture, not as a critique of anyone.
Focus on making one or two small adjustments that set a more welcoming tone for everyone. These changes don’t have to be dramatic, and most board members won’t even notice. They just help your new voices feel seen and included.
Step 2:
ACKNOWLEDGE, QUIETLY AND PERSONALLY
“I know our board’s culture is still evolving. If there are things we can do differently to make this space feel more inclusive, I’d love to hear your perspective if you are open to sharing. There’s no pressure.”
Start with a simple, personal connection.
Reach out one-on-one after the meeting to show you see them, you value them, and you’re glad they’re here.
The goal isn’t to put them on the spot. It’s to open a door.
Not everyone will want to name what happened or be seen as ‘the one who brought it up’, and that’s okay. What matters is that they know they’re not alone, and that their presence is genuinely valued.
Step 3:
SHIFT CULTURE WITHOUT DRAWING A MAP TO THE MOMENT
​You might:
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Begin meetings with an inclusive check-in (e.g., “What drew you to this mission?”)
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Name the shared values that brought everyone together
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Reflect on the board’s purpose beyond governance to who you’re here for, and why
​Small, intentional changes can make a big difference.
Think about how board meetings start, the way conversations flow, and the questions you ask. Simple adjustments can signal that every voice matters without pointing back to a single incident.
These shifts help the board’s culture centre around mission and values, not lifestyle or status. Most won’t even notice the pivot, but your new board member will feel it.
Step 4:
REVISIT BELONGING SYSTEMICALLY
Use this experience to inform your next round of recruitment, onboarding, and board development:
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Include board culture and equity in onboarding
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Offer peer mentorship or buddy systems
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Discuss class and power dynamics, not just identity diversity
​Prevention is always better than repair. If you’re working to diversify your board, whether by profession, identity, or socioeconomic experience, these moments should be anticipated and planned for.
Belonging doesn’t just happen. It’s built.