Yes, let’s try to have minority in scouting try to improve its membership.  This is about how to increase female membership.  Do you have a role in that?  If you do, I am sure they would include you.  

I'm curious how this inclusiveness jives with the annual girl only camporee.  Doesn't sound inclusive to me. https://www.facebook.com/photo/?fbid=844830384336661&set=a.554791236673912

That questionnaire is definitely a great idea. So are the suggestions you gave to the District Executives. Agreed, the hardest part is getting the actual leaders to buy into it. Other practical steps. (I apologize in advbance for my stream of consciousness) Committee Chair and SM need to be on the same page as the troop requires adult leadership in both areas. Immediately register every adult in the troop and have them complete YPT. this serves a number of functions, first and foremost it sets the tone that participation and training  is the basic expectation of all people in the troop; scouts and adults alike.  At all scouting events, including  (and especially) meetings have an adult training piece. It can be any number of the module trainings like the YPT, or other adult leader type training. Or live trainings like Introduction to the Patrol Method, Troop Committee Training, etc... These can be conducted by the SM, Committee Chair, or any number of current adult leaders (just like we have the scouts train their patrol mates not just the PL or SPL) Ask them to do something small. (also a reason for the YPT). "Hey Mr. X, next weekend the Eagle Patrol is doing a hike. I could really use your help as one of the shuttle drivers." Host District/Council Training events so that your adults can more easily attend.  Adults, like youth, have natural preferences. They will either lean towards Troop Committee type roles, or SM/ASM type roles. recognize these tendencies and nurture them. Invite adults for coffee chats (think SM conference for adults).   Lastly, recognize everything. It is not just Scouts who react positively to praise and recognition. Notice and thank them publicly for everything. Create incentive "awards" such as "The Troop Driver Pin"- awarded to an adult who has driven scouts 5x. Invite adults to the Troop Committee Meeting where they will be recognized for completing trainings, making contributions, etc... I suggest to do this at Committee Meetings so as to not take focus away from the Scouts at their meetings. Certainly special recognitions for adults may occur at COH, but these should be minimized at much as possible.  As I mentioned from the onset, I do not have this all figured out. I only know that it requires a system wide approach. Hopefully these pratical ideas as an addition to the ones you already mentioned will be helpful to you and others.

No need to apologize. You see things others don't yet, but should. I call that "Vision." I am intensely interested in the practical steps you see that can be taken in a scout troop setting, given the scarcity of replacement prospects (at this point, I still see those numbers as a limiting condition). Educate me! I'd dare say that many units (and districts) would find your suggestions helpful. ABOUT PRACTICAL STEPS: Twenty-five years ago when my first child joined our troop, each parent was given a questionnaire asking about skills, interests, hobbies, equipment (trucks, trailers, etc…) which helped current troop leadership match incoming parents to leadership positions or at least to supportive roles. (Many hands make light work…) That questionnaire served as a practical means, from an institutional perspective, to develop a database for the identification of folks for future service and to match their interest/skills/equipment to unit needs. Maybe one of the practical means you have in mind. I come from a professional office of one. So, I have nearly zero experience with organizational personnel dynamics. I guess or theorize. My vision of these matters is like looking through a straw. Not too helpful. On the other hand, decades ago I suggested to the district executives that if they wanted to monitor "unit health" they should have each unit submit to them, the district executives: 1. An organizational chart (on a pre-printed form with write-in the-boxes-with-names for the essential positions). 2. A calendar for the unit year (showing meetings and outings). My thinking was that if a unit did not have one or both of those, the essential structure of leadership and program had not been done. NO RESPONSE. I tried.

I'll come back and read the rest of the thread later, but wanted to comment quickly on this video.  For the first half of the video, we see the boys doing the action (kayaking, biking, rock climbing, ziplining), and the girls standing on the beach at sunset, eating marshmallows, and walking across the Brooklyn Bridge.  It gets slightly better later on, but if the message with the name change is about meeting the needs of all youth, they need to start being more careful about their visual messaging. This female would greatly prefer the kayaking and ATVs to a walk across a bridge in the city.