Why Diverse Boards Build Stronger Communities

When people hear the phrase "board diversity," it's easy to think about numbers or quotas. In reality, diversity has never been about checking a box. It's about bringing together people with different perspectives so better decisions can be made.

At interVivos, diversity is one of the many things that strengthens our Board of Directors. Different lived experiences, professional backgrounds, cultures, and viewpoints lead to richer conversations, more thoughtful decisions, and ultimately, a stronger organization.

The Government of Canada's 50–30 Challenge recently ended. As a participating organization, interVivos used the Challenge to strengthen our commitment to diversity, equity, inclusion, and accessibility.

Today, our Board is made up of a majority of women and a majority of BIPOC leaders. Throughout the Challenge, Board members completed GBA Plus and other diversity and inclusion training to deepen our understanding of inclusive leadership and governance.

What was the 50–30 Challenge?

The 50–30 Challenge encouraged organizations across Canada to work toward two aspirational goals:

• 50% gender parity among boards and senior leadership.

• 30% representation from equity-deserving groups, including Indigenous Peoples, racialized people, persons with disabilities, and members of the 2SLGBTQ+ community.

More importantly, the Challenge recognized that organizations make better decisions when leadership reflects a diversity of perspectives and experiences.

Diversity and inclusion go hand in hand

Representation matters, but inclusion is what makes diversity meaningful. A diverse board is strongest when every member feels respected, heard, and empowered to contribute. That's when different perspectives lead to better governance and better decisions.

Putting diversity into action

Our commitment extends beyond the boardroom.

This past May, we launched our Summer Mentorship Program, connecting mentors and protégés from diverse backgrounds and experiences. In recent years, we've intentionally developed mentorship programs that have centred on BIPOC communities, women, 2SLGBTQ+ leaders, and, most recently, mentors of Asian heritage, creating opportunities for participants to build meaningful connections, expand their networks, and learn from shared lived experiences.

We've also welcomed interns through programs designed to elevate voices that have historically been underrepresented, bringing new perspectives into our organization.

The 50–30 Challenge may have ended, but our commitment continues. We will keep learning, listening, and creating opportunities for diverse voices to lead because stronger representation doesn't just build stronger boards. It builds stronger communities.