A conversation with Ro Allen on Board diversity and mentorship

Victorian Equal Opportunity and Human Rights Commissioner, Ro Allen, a longtime champion of The Observership Program, shares candid insights about transforming board diversity in Australia. Drawing from their extensive experience in governance and advocacy, including their groundbreaking role as Victoria’s first Commissioner for LGBTIQ+ Communities, Ro explores how Australian boardrooms can become more inclusive through deliberate action and leadership.

During our conversation about the evolving landscape of board diversity, Ro points to measurement as a key driver of change. “When we measure things, things change,” Ro explains. “The Victorian government now has guidelines for ministerial considerations, and while only the 50% female requirement is mandatory, we’re seeing broader diversity considerations becoming standard practice.”

This evolution extends beyond gender to include disability, regional representation, ethnicity and gender diversity. “Annual reports are now reporting on lived experience, not just meeting attendance,” Ro notes. This increasing focus on diversity reporting and measurement is helping to drive meaningful change across Australian boardrooms.

Measure what matters

Track and report on diversity metrics across all dimensions – gender, cultural background, disability and regional representation. What gets measured gets done.

Make room for change

The impact of increased board diversity is evidenced by tangible outcomes. Ro shared how adding women to football club boards led to securing funding for female change rooms and the establishment of women’s teams. “It’s not that they didn’t want to, they just hadn’t got to it. It wasn’t a priority,” Ro reflects. “Sharing power leads to more inclusive outcomes for everyone.”

Look for the blind spots

Consider what priorities might be missing from your board’s agenda, because of gaps in representation and lived experience.

Plan for succession early

When asked about the biggest obstacles to achieving meaningful diversity, Ro emphasised the importance of succession planning. “Board members need to think differently about who they mentor and encourage to take their positions,” Ro explained. “When their terms are up, they should be actively seeking out and supporting candidates who bring different perspectives and experiences to the table.”

Identify and mentor diverse candidates, well before board positions become available. Make diversity a key consideration in your succession planning.

Break down network barriers

Ro offers practical networking advice, gained from personal experience, to those aspiring to board roles. “Go to the opening of an envelope – that’s what I was told, and that’s what I did,” Ro shares with characteristic frankness. “Any invitation is a networking opportunity.”

However, Ro particularly emphasises that established board members have a responsibility to create opportunities for others. “If you’re in an influential position, take one or two diverse candidates along to networking events. If that means buying an extra ticket, do it. Get out of your comfort zone and really push the agenda. If you want to see change in your regions and industries, you need to step in and lean in.”

Buy that extra ticket

Don’t just network – bring others with you. Make it your mission to introduce diverse candidates to your professional circles. If you’re in a position of influence, actively create opportunities for others. Buy that extra ticket, make that introduction, offer that mentorship. This approach directly addresses one of the key barriers faced by emerging directors – limited access to professional networks. By actively creating these connections, established board members can help build the pathways necessary for meaningful board diversity.

Ro Allen is the Victorian Equal Opportunity and Human Rights Commissioner and was the first person to be appointed Commissioner for LGBTIQ+ Communities in Victoria. As a respected leader in governance and advocacy, Ro continues to champion diversity and inclusion across Australian boardrooms. Follow Commissioner Ro Allen FAICD on LinkedIn