Recruiting for impact: a guide to successful public appointment recruitment - Prioritise inclusion after appointment

Retaining diverse people requires an inclusive, supportive environment where every board member feels valued, respected, and able to contribute meaningfully. Boards should be intentional in how they welcome, support, and continue to empower newly appointed members.

• Ensure equal access to development opportunities, including shadowing, briefing materials, learning resources, and stretch assignments.
• Provide structured, accessible onboarding, including clear explanations of sector context, regulatory frameworks, governance expectations, and how the board operates in practice.
• Train panel members, board leaders and managers in inclusive leadership, anti‑racist practice, and how structural inequalities can show up both during recruitment and after appointment.
• Gather and act on feedback regularly, ensuring that all feedback given to candidates and new board members is constructive, adds value, and offers meaningful insight they can use to grow and develop.
• Check in early and often, offering tailored support through board buddies or mentoring, especially for new appointees or individuals who may be new to public sector governance.

An inclusive culture enables people with diverse perspectives to contribute meaningfully.