In the context of the not-for-profit sector the board of directors are a collective of individuals set to the task of governing over the organization. Though it varies between provinces and territories of Canada, most not-for- profits must have at least three directors on their corporation's board. The board is always an active participant in, if not leaders of, creating the mission, vision, and strategic direction of the organization

Once you are a director of an organization there are a number of legal obligations, duties, and liability risks that will apply to you. It is critical that you ask a number of questions before joining a board, for instance:

1. What is the board’s strategy to identify and address anti- black racism within the organization and beyond?  
2. What is the legal status of the organization and what is your governance model?
3. Does the board have Governance Policies? 
4. Is there a Director’s code of conduct?  
5. How do you develop and maintain relationships with your membership and stakeholders?
6. Do Directors have Liability Insurance? 
7. Is the organization compliant with government and funders reporting regulations including the Canada Revenue Agency?

There are many roles and responsibilities involved in being a director on a board. Though the titles and positions vary, all directors are equally responsible for the governance of the organization. Broadly speaking:

• They develop the mission and vision and the strategic direction of the organization.
• They build relationships with the community served and stakeholders. 
• They are also responsible for managing risk exposures, and 
• They ensure that the Board of Directors governs in an effective way by participating in professional development and self-evaluation activities  

In small organizations board members may be involved in day-to-day operations of the organization. 

Despite it being a collective responsibility, often, the Black identifying director carries the additional responsibility of holding the organization accountable to develop, apply and uphold policies confronting anti-black racism. This could include:

• Ensuring that the Board of Directors and the organization have policies in place to confront anti-black racism
• Imbedding priorities in the organization’s strategic direction related to addressing anti-black racism
• Facilitating engagement with community stakeholders for meaningful relationship, collaboration and allyship
• Advising on education, awareness and professional development activities

Most of all, Black identifying directors must prioritize their self-care. Keeping the harmonious balance between being in a marginalized space and representing the interests and well being of a community can be overwhelming and stressful.

BGLP and its founding partners will continue to provide the necessary mentorship and support for Black identifying directors who are at the front line in addressing anti-black racism in the Boardroom and other leadership roles.

It is important that Boards monitor and evaluate their performance and effectiveness. They can do this in various ways:

• Evaluating individual directors’ participation level and satisfaction
• Board meetings evaluations
• Board Annual Self-Evaluation
• Board Annual Calendar & Objectives monitoring and evaluation
• Evaluation of Board – ED/CEO relationship 
• Evaluation of the Board Chair/President evaluation  

Critical for Black identifying directors and Black Governance & Leadership is that monitoring and evaluation elements incorporate areas related to anti-black racism,  African Centered values and approaches in governance, operations and community engagement. 

Another important element is reviewing the diversity on the Board to ensure that marginalized voices are represented (in addition to skills-based recruitment strategy). The evaluation should assess and address root causes to the absence of marginalized voices.

Finding the right director composition for a board takes time, careful thought, planning, creativity. 

Many (mainstream) organizations use recruiting firms to seek potential candidates for their Boards. Recruitments can also strictly follow a skills-based matrix (framework) in seeking members for their Boards. These are good mediums for recruitment but often exclude the opportunity to engage Black identifying potential directors in their selection process. 

For one, recruiting firms do not have specific strategies and experience in engaging members of the Black communities or do not have a relationship with the communities. Secondly, members of the Black communities may not have trust in the recruiting firms to participate. 

For organizations that are seeking to increase/enhance the representation of Black and other racialized members on the Board, it will be important to develop a trusting relationship with the respective communities (either with communities being served or through networking with partners and stakeholders). 

Additionally, boards must also commit to increasing their capacity in addressing anti-black racism including ensuring the meaningful participation of racialized members and move away from tokenistic approaches of only having Black and racialized representation on the Board.

It is a focus for BGLP to support and work with mainstream organizations to successfully recruit Black Torontonians for their Boards.

A fiduciary is a person having a legal duty to act primarily for another person’s benefit and is a person who (a) owes another person the duties of good faith, trust, confidence, and candor; and (b) must exercise a high standard of care in managing another’s property. Fiduciary duties are imposed by the law to protect those who are vulnerable from those who have power over them.

Though our website exists as a community resource to guide folks through their governance journey, our program provides a catered approach to learning the intricacies of governing on behalf of, and/or in partnership with, Black communities. Registered Members get exclusive access to anti- black racism training, governance consultation, additional resources, mentor directory, and Leadership training derived from African Centred principles.

Though there are a  number of organizations that are providing governance assistance to current and future directors, none have done this from an anti- black racist lens. BGLP successfully offers:

1. A cultural perspective on governance and leadership derived from African Centred Principles. Exploring with its participants, the impact of  anti- black racism on the meaningful participation of Black and racialized community members at the Board table.
2. A mentorship program that exposes Black Leaders to their Black predecessors. Our mentors are invested in the continued advancement of their community and recognize advancement can only happen through our new leaders. BLGP mentors are experienced leaders in the community and will provide strong ongoing support to Black identifying board members.  Participants get to learn from, not only, the successful contributions of their mentors but from their rise from pitfalls common in the Black Community. 
3. Open space for difficult but necessary conversations. Conversations around anti- black racism have historically been dismissed or shunned. 
4.  A decolonization approach that engages participants and organizations in deconstructing systems, prejudice, assumption views including internalized racism.

It also incorporates discussion on the direct effects anti-black racism has on Black Leaders mentally, emotionally, physically, and professionally. BGLP and its founding partners continue to create safer spaces for self-care and healing circles.

The time commitment will vary depending on the aspect of the program you are looking to access. Participants can get involved with BGLP:

• In search of a mentor to assist with their governance journey
• As a board seeking African Centred governance training 
• As a board seeking recruitment assistance
• As a board seeking anti-black racism training 

Visit our contact page, learn how the BGLP can assist you. A time commitment will be outlined based on your specific needs.

The BGLP Mentors are renowned Black Leaders from various professional avenues. All of our mentors have extensive experience contributing to boards of not-for-profit organizations. All our mentors have training on and lived experiences with, anti- black racism. Their goal is to create a comprehensive work plan/schedule to assist your governance journey. Mentors are committed to open and accessible communication, so you are supported.

Decolonizing systemic anti-black racism is an ongoing journey and BGLP is here to support Black Leaders in their governance journey. Essential to working with Black communities as a none Black organization is to learn when to advocate on behalf of, and when to show solidarity by standing with Black communities. Non-Black organizations will benefit from speaking with BGLP mentors, facilitators, or administration for consultation. Stay informed on what’s new by following us on social media.