So why is diversity so important in board appointments? Respondents to a Common Purpose survey on diversity of representation in public appointments, felt that it was of vital importance that boards be composed of individuals from a diverse range of backgrounds, sectors, ethnicities, different genders, political persuasions, experience and sexuality.

Diverse boards, respondents wrote, would be
• better at making decisions,
• more open to innovation and creativity, and
• have a better understanding of the challenges and opportunities they faced

To be effective I believe boards need to reflect the diversity of the societies they are representing, giving them not only an understanding of different cultures, but also an appreciation of difference. This would also lead to increased community cohesion, more positive role models for those in less represented groups, and an increased confidence in agencies and the public sector as a whole.

And the government clearly agrees, with the recent announcement of diversity targets in public appointments. Harriet Harman, Minister for Women and Equality, recently announced a cross government drive to increase the number of women, black, Asian and minority (BAME) ethnic people and disabled people on the boards of public bodies. The aim is that by 2011, 50% of new appointments will be women, 14% will be disabled people and 11% will be ethnic minorities, bringing the boards of public bodies inline with the demographic make up of the UK.

But does this go far enough? Should the targets extend to making sure national boards are well represented with individuals from across the country and with people from different ages and different socio-economic backgrounds? And how do we make sure that there is a pool of talented people ready and waiting to apply for these public appointments as they become available.

Whilst these targets have been welcomed by some, others will feel that targets may not be the appropriate way to make sure boards are diverse. Should people be chosen wholly on their minority status? How can we make sure that the best person is picked for a board appointment, based on skills and talent? How can we make sure that diversity of representation becomes a reality?

What else could we be doing to make these figures real? Do you think that targets are the best way of ensuring board diversity?