This time we’re going back to the 90’s, specifically 1993 and the break through hit “what’s up” from 4 Non Blondes singing “25 years and my life is still, trying to get up that great big hill of hope, for a destination.”
And assuming that the destination is to be the average age of a charity trustee, they have just 32 years to go according to research by The Charity Commission.
So what’s going on in the land of board rooms round the UK?
Well, the picture seems to be one of an aged population of trustees and arguably a lack of diversity. Clearly, this is bad news for both the charities as well as its users. A lack of diversity can only lead to a set way of decisions being made and if boards are prepared to be honest, the losers in this situation are only ever going to be the users of charitable outputs.
Diversity of age amongst other factors is important because we live in an age where the needs of those served by charities is ever changing and covers all elements of society. The needs of our society can only be effectively met when a full representation of society are rooting for them.
Particularly worrying is the lack of young people on boards. Young people are far more likely to critically challenge the status quo, embrace change, be early adopters of technology and bring a level of energy and enthusiasm that can be vital to a stale board.
The challenge of course is how to encourage young people to bring their skills to what is an unpaid position and one which can often require significant time commitments. Let's be realistic, the lack of young people is unlikely to be just the result of not advertising in the right place.
Ways your trust can attract and retain talent
I have recently written an article in our most recent edition of the Charity Sector Outlook which outlines ways to engage with trustees generally and this would be a good starting point for any board wishing to recruit trustees generally, as well as younger trustees.
In summary, the article outlines that the following points can help your trust to attract and retain talent:
Establish a clear mission and values
Begin by reviewing the values upheld by the charity and the behaviours you promote and expect of your people. Ask yourself, what makes us so special? What are the reasons why a person should choose to work with us over another charity?
Foster a supportive culture
Likely components include a supportive environment where people can develop and enhance skills, ongoing open communication where ideas can be shared without criticism and a real sense of inclusivity and appreciation.
Offer flexible working arrangements
Pre-covid pandemic, most organisations were 9 to 5 and fairly inflexible. Post pandemic, there is more flexibility, which has helped to attract and retain the best people. If you are asking for voluntary support, it’s probably not a good idea to give set hours, but to allow for flexibility for the role.
Implement fixed voluntary tenures
Set fixed periods for voluntary roles, such as three years, with the possibility of extensions by mutual consent to alleviate fears of long-term commitment. People may feel more empowered to join an organisation knowing that they can leave to either take a break from volunteering or join another organisation to further develop skills and enjoy a range of new opportunities.
Conduct regular appraisals
Appraisals present a valuable opportunity to establish learning and development plans, enabling new skills to be learned – something that the modern workforce value tremendously. While appraisals are common practice in commercial sectors, they are not always standard practice in the charity sector. However, times are changing for the better.
Prioritise wellbeing
Ensure wellbeing support and clear policies are in place for both paid employees and volunteers, recognising their importance equally. The needs of people don’t change just because there is a willingness to turn up and help out for free – it is your duty to make sure that you support volunteer workers in exactly the same way.
To read the full article, click here.
The Young Trustees Movement
There is also the Young Trustees Movement, dedicated to encourage young trustees to join boards. Their page contains links to charities looking to actively encourage young people to join, along with a number of resources which can assist a charity looking to create a younger average age of its board. By embracing diversity, perhaps it will be possible to make that destination to the average trustee age a lot shorter.
The next step
If you would like more information on the above, please contact David Allum on d.allum@uhy-uk.com or your usual UHY adviser.
