4 Reasons Why You Should NOT Consider Paying ERG Leaders

There’s one really strong reason why you should pay ERG Leaders

I’ve got even more reasons why you shouldn’t

In today’s show we discuss several things including:

  • Why paying ERG Leaders causes issues with other members
  • Why talking about paying ERG Leaders is misleading
  • The thing that all ERG Leaders really want and much more

Here’s some of what we discuss on the show:

ERG Leaders are doing voluntary work  

“ERG work is voluntary work

ERG work, is work but it is voluntary work

We can all agree that the nature of voluntary work is unpaid”

ERG Leaders aren’t motivated by money   

I can tell you from speaking with and working with ERG Leaders all over the world.

It’s one of the most inspirational experiences you can have in Diversity and Inclusion because the good ones are real and I mean real leaders”

ERG Leaders are being shortchanged   

“I just told you they don’t want money but what do they want?

What do the members want?

Because if they’re asking you for money it means in truth, you’re not giving them something else”

SHOWNOTES

ERGs take extra work. Should employees be paid extra for participating?

How to pay your ERG leaders

LinkedIn to pay its ERG leaders

Are You Paying Your ERG Leads?

The Case for Not Paying Leaders of Employee Resource Groups

Professor Theresa Welbourne

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A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

Why The 2 Core Functions Of An Employee Resource Group Matter For Diversity & Inclusion

The Biggest Mistake Employee Resource Groups Make When Working With Role Models

The 3 Big Mistakes That Employee Resource Groups Make On Their Corporate Websites When Promoting Diversity

3 Reasons You Should Conduct Social Experiments in Your Employee Resource Groups to Promote Diversity

Why Your Employee Resource Group Needs To Create Quality Products To Promote Diversity

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