SPCA International Nonprofit Board Diversity Plan
This paper presents a formal diversity plan for SPCA International, a nonprofit animal welfare organization headquartered in New York. The plan begins with an assessment of the current board composition, identifying underrepresentation of women and African Americans among its five members. It defines diversity using scholarly and organizational sources, outlines steps for educating board members on diversity principles, and proposes a survey instrument to gauge board members' existing understanding of and biases about diversity. The plan concludes with concrete recommendations for embedding diversity into SPCA International's core values, board selection mechanisms, and by-laws, drawing on guidance from Murray and Harrison (2014) and the New York Council of Nonprofits.
- Diversity Statement: Overview of SPCA International and current board diversity gaps
- Steps to Developing a Diversity Plan: Education, definitions, and resources for board sensitization
- Diversity Survey: Survey instrument to assess board members' diversity understanding
- Diversity Recommendations: Four actionable steps to improve board diversity
- Incorporating Diversity Policy into SPCA International's By-Laws: Embedding diversity requirements into organizational governance documents
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What makes this paper effective
- The plan follows a logical, sequential structure — moving from diagnosis (current board composition gaps) to education, assessment, recommendations, and finally policy integration — making it easy to follow and implement.
- It grounds its working definition of diversity in a cited scholarly source (Bernstein, Salipante, and Weisinger, 2021), lending academic credibility to a practical document.
- The survey instrument is directly tied to the plan's stated goals, ensuring that the assessment tool reinforces the broader objectives rather than standing as a disconnected appendix.
Key academic technique demonstrated
The paper demonstrates effective use of organizational policy writing conventions by blending normative statements (what the organization should value) with operational directives (how to achieve those values). Citing both nonprofit-sector literature and legal/ethical frameworks — such as affirmative action and cultural competency — shows awareness of the broader context in which diversity initiatives must operate.
Structure breakdown
The plan is divided into five lettered sections: (A) a diversity statement establishing organizational context and current gaps; (B) a preparatory phase including a working definition, an external organizational statement, and a resource list; (C) a diversity survey instrument targeting board members; (D) four actionable recommendations; and (E) a discussion of how to embed the policy into the organization's by-laws. This format mirrors standard nonprofit policy documentation practice.
Diversity Statement
SPCA International concerns itself with the advancement of animal welfare across the world — specifically with regard to the rescue of animals and the deployment of strategies meant to rein in animal cruelty. As per its mission, the organization is centered on advancing not only the safety but also the well-being of animals. SPCA International is headquartered in New York.
At present, the board of SPCA International comprises five board members, filling the roles of Board President, Board Member (three positions), and Board Treasurer. An assessment of the board membership indicates that there is a need for SPCA International to work toward further promoting organizational diversity. This is especially true with regard to the inclusion of more women and underrepresented communities, such as African Americans. Only one woman currently serves on the board, and no African American holds a board position.
The relevance of diversity cannot be overstated when it comes to embracing diverse perspectives and viewpoints. Broader representation is likely to improve the quality of decisions made and strengthen the organization's problem-solving capabilities.
Steps to Developing a Diversity Plan
The Board of Directors of SPCA International will be sensitized on the relevance of diversity. This key stakeholder group will also be encouraged to consult available literature on diversity — covering the legal framework relating to diversity, gender inequality, racial inequality, social inequality, affirmative action, and related topics. Familiarity with these areas will likely result in a better understanding of diversity and its relevance in contemporary nonprofit settings. Relevant resources in the form of links and handouts will be provided.
"We maintain that building and sustaining diversity requires an ongoing commitment to inclusion that must find full expression in our organizational culture, values, norms and behaviors. Throughout our work, we support diversity across all lines of difference, including age, economic circumstance, ethnicity, sex, race, range of ability, religion, sexual orientation, and gender identity/expression" (NYCON, 2022).
There is no single universally assigned definition for "diversity" as a term. In the past, the term has been given various definitions by different authors. To a large extent, diversity can be thought of in terms of the variations that exist between persons with regard to different characteristics — including, but not limited to, age, sexual orientation, gender, ethnicity, and race.
In the words of Bernstein, Salipante, and Weisinger (2021), diversity can be defined as the move, initiative, or desire to "embrace differences among people with respect to age, class, ethnicity, gender, health, physical and mental ability, race, sexual orientation, religion, physical size, education level, job level and function, personality traits, and other human differences" (p. 113). This is the definition of diversity that will be embraced throughout this Diversity Plan.
The following resources will be made available to board members as part of their diversity education:
a. Andrade, S. (2021). Why Diversity On Nonprofit Boards Is Crucial To Their Mission. Forbes.
b. Oyindale, A. O. (2013). Affirmative Action Support in an Organization: A Test of Three Demographic Models. SAGE Open. doi:10.1177/2158244013516156
c. Weisinger, J. Y. (2015). Diversity in the Nonprofit and Voluntary Sector. SAGE Open, 45(1), 3S–27S. doi:10.1177/0899764015613568
d. Handout 1
e. Handout 2
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