3 Reasons Why Organisations Love Women’s Employee Resource Groups When Talking About Diversity

Have you noticed how popular the women’s employee resource groups are in organisations?

Especially around International Women’s Day!

Get your pen and paper ready because I’m going to give you 3 Reasons why Organisations Love Women’s Employee Resource Groups

In todays show we discuss several things including:

  • Why Gender Equality remains a priority
  • Why Women’s Resource Groups are important for Talent Development
  • The one group that seems to benefit from Diversity & Inclusion initiatives

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

Many organisations still see Diversity & Inclusion in terms of Gender

Part of the reason is the political and legal pressure to address the problem. In the UK all employers with over 250 employees are required to report their gender pay gap data. That’s a legal requirement”

Women’s employee resource groups are a “pipeline for the pipeline”

“If you have an effective employee resource group, it will have some kind of career development activities, this could be as simple as how to negotiate a pay rise or planning the next 3 years of your career.”

 Women’s employee resource groups are an easy way to include men in the conversation

“It allows men who want to help, to have a place to do so without controlling the agenda and this seems to be really popular. “

SHOWNOTES

108 Years: Wait for Gender Equality Gets Longer as Women’s Share of Workforce, Politics Drops

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