How Employee Resource Groups Help Employees To Remain In The Company For Longer [Interview with David Clark]

Today I’m speaking with David Clark.

David is an HR professional with experience in employee engagement and Diversity & Inclusion. He’s launched LGBT groups in organisations and played a central role in other groups for organisations that include KPMG. On top of that David is investigating the business impact of employee resource groups and in particular he’s interested in how employee resource groups can mitigate the turnover intentions of employees. In other words, the extent to which, having an employee resource group stops people leaving your organisation.

In todays show we discuss several things including:

  • Why people leave organisations
  • The relationship between resource groups and staff retention
  • The importance of choosing the right name for your employee resource group and much much more

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

The Misconception About Why People Leave an Organisation

David reveals the common misconception about why people leave an organisation:

“You really want to look at why do people leave companies, what are their reasons why? I know one of the common misconceptions is that people always leave for a better job offer, for better money.. but that’s not always true”

ERG’s Help Employees to Remain in the Company for Longer:

David talks about the relationship between employee resource groups, employee productivity and staff turnover:

“ERG’s really do help to indirectly improve the productivity of employees and to ensure they stay at the company longer”

The Importance of the Name for an Employee Resource Group:

David explains the importance of the name for an employee resource group:

“The name can be very effective, I wouldn’t necessarily say it would make or break the ERG”

If you want a quick snapshot of what the episode is about, I’ve created some slides that you may find interesting 

Show Notes

David’s Research Survey 

David Clark LinkedIn 

How Schneider Electric Celebrates LGBT Employees

Click here to tell me the 3 things you want me to cover on this podcast

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