At a time when only 61.3 percent of Americans are white, about 84 percent of nonprofit board members are in that demographic group, along with 90 percent of nonprofit board chairs. The leadership ranks of nonprofits are a bit more racially and ethnically diverse than their corporate counterparts. Yet I believe nonprofits typically have more of an imperative than private companies to get this right because of their missions.

This matters because boards of directors supervise the nation’s nearly 1.6 million nonprofits, providing financial oversight and strategic guidance. In addition, they help with fundraising and hire and manage the group’s top staffers. Nonprofits, such as medical research institutions, houses of worship and shelters for sexual abuse victims, usually fill gaps between what the government and private sector do. A large share of them serve communities with great needs, a population that is disproportionately made up of people of color.

I believe that nonprofit leaders can take some basic steps to draw more people of color into their upper ranks.

A simple first step is to acknowledge the job dissatisfaction of employees of color. In addition, board members and top staffers can make and communicate their clear plans to achieve this goal. Consistently communicating why it would advance the group’s mission — and is worth the trouble — is key. So is letting employees of color know their input is highly valued.

Airing feedback from employees of color at board meetings helps groups that are taking this task seriously, as does requiring nonprofit executives to identify, hire and mentor non-whites for leadership roles.

With many nonprofits undergoing leadership successions today, there’s no time to waste.

Read the full article about trying to address the diversity issue on nonprofit boards by Kenneth Anderson Taylor at The Conversation.