Six practical steps in particular relate to increasing the presence of Muslims and others from minority communities:

1. Prioritize diversity and inclusion: Include this as part of the strategic plan, with clear and specific measures and indicators.
2. Address internal biases: These may exist in very subtle ways, and recognizing and dealing with them in a way that the collective leadership is committed to helps get everyone on the same page.
3. Invite external consultation: Engage Muslim consultants and Muslim organizations to educate board members about Islam and Islamophobia and to facilitate the recruitment of diverse board members. Network with other organizations to exchange knowledge on diversity and inclusion practices.
4. Be consistent: Engage in ongoing internal and external feedback regarding progress on plans for inclusion and diversity, and ensure that addressing inequities is a recurring agenda item for board meetings.
5. Question the dominant framework of operation: Engage in a self-assessment of the narratives and assumptions that dominate board practices, protocols, and culture and that possibly interfere with the organization’s diversity policy.
6. Engage in public advocacy: Participate in public discourse and contribute to educating and sharing values of diversity within Canadian society to encourage wider adoption.

Diverse Charitable Boards

Muslims Launch Platform to Combat Islamophobia in Ontario Schools

When it comes to diversity on charitable boards, the presence of Canadian Muslims in positions of leadership is helping to bridge understanding. Several prominent Canadian Muslims serve on boards of directors, including Sarah Attia of the National Alliance for Children and Youth, Mariam Hashmi of United Way Greater Toronto, Walied Soliman of SickKids Foundation, Abdul Nakua of the Ontario Nonprofit Network, Usama Khan of the Humanitarian Coalition, and, most recently, Ahmad Attia of Human Rights Watch Canada.

Although this is not a new phenomenon, these leaders are still in the minority. Results from the 2021 Statistics Canada survey verified a truth that many in the sector are well aware of: visible minorities comprise 11% of the leadership of charities in Canada on average.

Only by diversifying their boards and bringing a broad range of thoughts, experiences, and viewpoints to the table will the sector be able to successfully engage in dialogue and solve challenges such as systemic Islamophobia.

The diversity gap within the charitable sector is undeniable, but awareness is the first step toward change.

On a legislative level, Senator Ratna Omidvar, who was a keynote speaker at the 2019 Capacity Canada BootCamp, has addressed the need for further follow-ups to the Statistics Canada diversity report and tabled a motion in the Senate calling on the government to commit to data collection on diversity analysis, whereby the CRA should include questions on diversity representation on boards of directors in the T3010 and the T1044 tax forms.

The diversity gap within the charitable sector is undeniable, but awareness is the first step toward change. Acknowledging that racial equity is a societal issue that must be addressed is the second step.

Following the presentations by MAC and other speakers at the BootCamp, 98% of attendees expressed their commitment to board-level engagement and action on issues of racial equity to ensure that their boards will not avoid racial equity issues in their conversations. Last year, Canada officially designated January 29 as a “National Day of Remembrance of the Quebec City Mosque Attack and of Action against Islamophobia.”

In commemorating the fifth anniversary of the tragedy this year, Prime Minister Justin Trudeau reminded us of our nation’s commitment “to fight against Islamophobia, and all other forms of hatred, as we build a stronger, more diverse, and more inclusive Canada.” This commitment must be made not just by the Government of Canada, but by all sectors, industries, and communities throughout our country.

Together, we must inspire real change in order to combat Islamophobia. The continuation of forums for honest and meaningful collaborations that courageously drive constructive change while responding to the true needs of Canadian communities should be a priority for leaders within the charitable sector in the coming year.

Editor’s Note: This article is republished with kind permission from Sister Memona Hossain.