WeVote
Log In

Bill

Bill

HD 402

An Act to promote diversity on public boards and commissions

194th Legislature (2025-2026) Introduced by Jamie Eldridge and 3 co-sponsors

Massachusetts bill sets diversity targets for state boards: at least 50% female and 30% URM/LGBTQ+, adjusts after Census, and requires annual, public reporting.

0
WeVote Research Nonpartisan
Bill Summary · HD 402

Summary of: An Act to promote diversity on public boards and commissions (House Bill HD 402)

Overview

This proposed Massachusetts bill aims to promote diverse representation on state appointive boards and commissions by establishing specific gender, racial/ethnic minority, and LGBTQ+ targets, requiring periodic updates based on census data, and mandating annual reporting and transparency. It seeks to formalize diversity goals for public governance bodies and to create ongoing accountability for appointing authorities and the governor’s office.

Purpose and intent

  • To ensure that at least half of board/commission members self-identify as Female.
  • To ensure at least 30% of members self-identify as an Underrepresented Minority (URM) or LGBTQ+.
  • To align these diversity targets with demographic data from the Census and adjust them as new data become available.
  • To promote proactive recruitment and engagement with community organizations to attract diverse candidates.
  • To create annual reporting to track progress and provide transparency to the public.

Key provisions

Section 1 – Definitions

  • “Diverse” includes: Female, Underrepresented Minority, or LGBTQ+.
  • “Female,” “Underrepresented Minority” (URM), and “LGBTQ+” are defined by self-identification.
  • “Census Data” refers to the Decennial U.S. Census.
  • Intended to be broad and self-identified, including multi-racial identities.

Section 2 – Diversity targets

  • (a) Each appointive state board/commission shall strive to have:
    • At least 50% self-identified Female members.
    • At least 30% self-identified URM or LGBTQ+ members.
    • The target is met if adding one more Diverse member would push the composition beyond the specified thresholds.
  • (b) Within 120 days after new Census Data release, the Governor’s Office must adjust the percentages to reflect:
    • Female population in Massachusetts (per Census Data) for Section 2(a)(1).
    • URM and LGBTQ+ population percentages combined for Section 2(a)(2).

Section 3 – Appointment practices

  • Appointing authorities must endeavor to ensure boards reflect the diversity goals “to the fullest extent possible.”
  • Requires planning to attract/diverse recruitment and collaboration with community-based and professional organizations with broad networks.

Section 4 – Reporting and accountability

  • (a) Boards/authorities must report annually:
    • Total current members.
    • Members who identify as Female.
    • Members who identify as URM or LGBTQ+.
    • Members who identify as Female and as URM or LGBTQ+.
  • (b) Authorities must report, annually, demographic data on applicants and nominees (by group: total applicants, females, URM/LGBTQ+ applicants, and females who are URM/LGBTQ+).
  • (c) The Governor’s Office will publish an annual report summarizing board-level data; if goals are not met, an explanation and description of efforts to increase diversity must be provided.
  • (d) All disclosed data shall be aggregated; no individual identifiers.

Affected actors and entities

  • State appointing authorities and boards/commissions established by the state code.
  • Governor’s Office (responsible for census-based adjustments and annual reporting).
  • Applicants and nominees for appointments (tracked in annual reports).
  • General public (through published reporting and transparency).

Timeline and procedural notes

  • Census-driven adjustments: within 120 days of new Census Data release (occurs every 10 years with the decennial census; adjustments would reflect MA demographics).
  • Annual reporting: at least once per fiscal year.
  • Data handling: aggregated; no personal identifiers.

Potential impact and considerations

  • Enhances diversity accountability for public boards and commissions.
  • Establishes data-driven, census-based adjustment of targets over time.
  • Increases administrative reporting requirements for appointing authorities.
  • May influence recruitment and outreach strategies to build a more diverse pool of applicants.
  • No explicit penalties; enforcement hinges on reporting transparency and explanations when goals are unmet.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.