BUILDING AN INCLUSIVE ERG: Overcoming the Pitfalls

One of the primary goals of Employee Resource Groups (ERGs) is to build a more inclusive workplace for different groups such as ethnic, immigrants, parents, etc. But, beyond just starting the ERGs, focusing on inclusion within each Employee Resource Group (ERG) is important to achieving the goal of creating a diverse and equitable workplace for all employees. Intersectionality is an important aspect of the groups effectivity.

Why is it important to foster inclusion within the individual ERGs?

An inclusive ERG fosters a sense of belonging, empowers individuals, and drives innovation and collaboration. But, this can only happen when DEI/ERG leaders acknowledge that inclusion within ERGs goes beyond mere representation. It is about creating a safe and supportive space where members can fully participate by sharing their intersectional perspectives to contribute to the organization’s overall goals.?

5 Common Pitfalls to Fostering Inclusion within Your ERGs and How to avoid?them:

1. The Org and DEI Strategy Gap: It starts from the top. When the organization does not have a DEI strategy that is clear and strong, it shows up in a lack of clarity for the ERGs as well. ERGs without a guiding map end up without a well-defined purpose and mission and may struggle to align their activities and initiatives with broader organizational goals. This can lead to a lack of focus on the ERG programs and initiatives and cascade down to negative experiences and frustration for the ERGs leaders and members.

• Strategies to Overcome: As an organization, spend some time assessing the current organization and create a clear purpose and mission statement from your DEI strategy and goals, then SHARE it! Define the purpose and mission of the ERG in alignment with the organization’s broader DEI goals. Ensure that all initiatives and activities are driven by this purpose, making it easier to measure impact and provide guidance to the ERG leaders. Effective ERGs support the DEI strategy, which is built from the organization's goals

2. Lack of ERG Leadership Diversity: When the same “few” are leading for multiple years, it can limit the range of perspectives and experiences brought to the table. This can perpetuate exclusionary practices and hinder the ability to address the needs of all members of the group and make inclusive decisions.

• Strategies to overcome: Ensure Diverse Representation within ERG Leadership: Have an inclusive process in place to actively recruit, develop in role and transition diverse individuals within ERG leadership positions. This will bring varied perspectives, experiences, and ideas to the forefront, fostering a more inclusive group and a broader employee impact.

3. Exclusive Communication Practices: Communication plays a crucial role in fostering inclusion within ERGs. Pitfalls may include relying on exclusive “jargon” or failing to provide opportunities for all members to voice their opinions. This can create barriers and make certain individuals feel marginalized.

• Strategies to overcome: Train organization and ERG leaders on the use of inclusive language and avoid terminologies that may alienate some members. Build a communication process for the ERGs that creates opportunities for all members to contribute and actively listen to different perspectives. Encourage open dialogue and provide platforms for anonymous feedback, ensuring all voices are heard.

4. Limited Member Participation and Engagement: Active participation from all members is vital for a thriving ERG. Pitfalls can arise when certain voices dominate discussions or when members feel disengaged or excluded. This can hinder collaboration and limit the benefits of diverse perspectives.

• Strategies to overcome: Encourage Active Participation and Engagement from All Members: Foster an inclusive culture that values and encourages participation from all members. Establish initiatives that allow individuals to contribute meaningfully, such as task forces, subcommittees, or mentoring programs.

5. Absence of a Safe and Respectful Environment for Open Dialogue: ERGs must cultivate an environment where individuals feel safe to express their ideas, concerns, and challenges without fear of judgment or retribution. Without such an environment, inclusivity suffers, and members may hesitate to contribute openly.

• Strategies to overcome: Establish a Safe and Respectful Environment for Open Dialogue. Prioritize psychological safety for members and leaders. Emphasize the importance of respect and create guidelines for communication within the ERG. Encourage active listening, empathy, and constructive feedback. Address any incidents of disrespect or exclusion promptly and transparently.

Conclusion: Building an inclusive ERG requires effort, commitment, and a proactive approach to addressing common pitfalls. If the inclusion goal is not achieved at the ERG level, it ultimately leaves the members feeling undervalued, NOT empowered, and EXCLUDED. By creating a clear purpose, ensuring diverse leadership, implementing inclusive communication practices, promoting active participation, and establishing a safe environment, ERGs can fulfill one of the main goals for which they exist — build inclusive workplaces, one ERG group at a time.

• Are you a DEI leader looking for ways to optimize your Employee Groups? Book a Discovery Call
• Are you an ERG manager looking to accelerate your ERG groups? OR an ERG member or leader looking to build more inclusive ERGs? Join the Cross Company ERG Group on #Linkedin
• Are you an ERG leader or an Immigrant Corporate professional looking to accelerate your corporate career? Listen to episodes of the Thriving in Intersectionality Podcast on AMAZON MUSIC and other podcast platforms or Contact [email protected] to learn more about the New “Thriving in Intersectionality (TII) Career Accelerator” for Immigrant professionals and ERG leaders.
• Need a DEI/ERG Speaker? Visit Speaker Website or connect with Lola Adeyemo