June 26, 2025

Trustees are vital to the success of charities across England and Wales—but who are they, and how can boards become more inclusive and effective how can boards better reflect the communities they serve?

In partnership with the Charity Commission, Pro Bono Economics (PBE) conducted the largest trustee survey since 2017, gathering insights from over 2,000 trustees. The report findings offer a rare and timely snapshot of who sits on boards, how they are recruited, and the lived experiences they bring:

• 43% of trustees are women
• 55% are retired (vs. 22% of the general population)
• 8% are from ethnic minority backgrounds (vs. 17%)
• 17% have a disability (vs. 24%)
• Most trustees are recruited informally, with only 6% responding to public adverts

Despite the efforts of organisations like the Young Trustees Movement, Black on Board, and Action for Trustee Racial Diversity, underrepresentation remains a problem.

With the Charity Commission’s updated guidance on trustee recruitment, now is a critical moment to rethink how boards attract and include a broader range of voices.

The survey reveals a complex picture of progress and persistent challenges in trustee diversity. There has been a modest increase in female representation on boards, with more women now stepping into leadership roles such as chair and treasurer. However, this progress is offset by a decline in trustees from ethnically diverse backgrounds—only 8% of trustees identify as being from an ethnic minority, compared to 17% of the general population.

Socioeconomic diversity also remains a concern. Trustees from working-class backgrounds are underrepresented, with 65% of trustees living in households with incomes above the national median. Younger trustees, while bringing fresh perspectives, are more likely to experience financial strain as a result of their trustee responsibilities.

The data also highlights significant underrepresentation of people with disabilities, neurodivergent individuals, and those with learning difficulties or long-term health conditions—particularly in leadership roles. This points to a broader issue of accessibility and inclusion within the sector.

 

Framing the Challenge as an Opportunity

Despite these challenges, speakers at a recent PBE-organised webinar focused on the opportunities for the sector. As most charities have at least one board vacancy the gap in skills and experience can be filled by embracing intersectionality, interconnectedness, and a relational approach to governance. It’s not just about recruitment—it’s about creating inclusive, safe, and structured spaces where trustees can thrive.

Below is a handful of tips to get boards thinking about the issue:

• Talk about it—with your networks, your boards, and your communities, join Cumbria Trustees Network for peer learning and conversations around trusteeship
• Support existing trustees— help navigating inclusive governance for your boards, it is not about an ‘out with the old in with the new’ approach, but building an environment where everyone can thrive
• Start where you are—EDI can feel overwhelming, so start from thinking: What does good look like for our board?
• Avoid tokenism and extraction—focus on meaningful inclusion, think beyond recruitment, reflect, be empathetic
• Be strategic – think long term and plan succession
• Create a sense of purpose and connection – invite people in, let the purpose be your leader
• Use tools and resources—at Cumbria CVS, we offer regular training on board culture and structures that enable positive trustee experiences

Full report available here: Trusteeship – a positive opportunity: Understanding skills, experience and demographics in England and Wales

To learn more about the Diversifying Trustee Boards in Cumbria partnership initiative, that aims to look at ways we can support more inclusive and diverse boards in our county, join the Trustee Network or email gabriela.lipska@cumbriacvs.org.uk

For list of current training supporting more inclusive governance, click here