The Powerful Inclusion Tactic I Tell My Clients To Improve The Performance Of Their Employee Resource Groups

Most Employee Resource Groups underperform and this means they fail to make an impact in their organisation.

Find out about a powerful tactic you can use to improve the performance of your employee resource groups

Here are some key messages from this episode

  • The secret I use to get feedback from people like you
  • My tips to boost your performance this year
  • The changes I’m going to make to support you

Play the episode for more.

Here are some key takeaways from this episode

Start Using The Resources Provided Here:

“One of the biggest challenges I hear about from people like you, is that you don’t enough support, or there are not enough resources to help you.

If you’re here, you know that the format of this show is such that you’re not only meant to listen, but there are takeaways that you can use every week”

Stop Relying On Expensive Social Events

“They have their place, but the most effective groups understand that another panel event may not be the secret to helping them achieve their goals”

Continue To Be Determined

 “Continue with your hard work, I know it can be a thankless task but I appreciate everything that you’re doing and I’m quietly confident that I’m not alone.”

Check out these related episodes of the show

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Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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