3 Reasons Why Employee Resource Groups Are Like Websites In The Year 2000

Employee resource groups are JUST like websites in the year 2000

In the year 2000, a lot of people made do without a website,

You wouldn’t want to then and you wouldn’t want to now

Get your pen and paper ready because

I’m going to give you three reasons

why employee resource groups

are just like websites in the year 2000.

Here’s some of what I share in the show:

Employee Resource Groups are important for your credibility

“If your company fits this profile and you don’t have any employee resource groups.

It’s going to be REALLY difficult for anyone to take you seriously when it comes to Inclusion”

Employee Resource Groups have the potential to solve important business problems

“Employee resource groups can directly engage people that are often excluded or marginalised,

they can help to change the culture of the organisation

and in crude terms they can make you millions and save you millions”

Hardly anyone knows how to use Employee Resource Groups effectively

“websites play an essential role in a modern organisation.

That is where we are headed with employee resource groups”

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences