Element of Inclusion

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Inclusion
September 9, 2025

How to Build a Business Case for ERGs That Leaders Can’t Ignore

ERGs are “a waste of time.” Too many people think this.

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Episode Notes

ERGs are “a waste of time.” Too many people think this.

Play the Episode for More

Key Takeaways from This Episode:

You can’t scale ERGs if participation is penalised.

\"It’s not a lack of commitment. It’s an incentive problem.\"

Stop pitching passion; start mapping outcomes.

\"Leaders want to see business impact.\"

Instrumental ERGs lead to strategic integration.

\"Frame them as business-critical projects.\"

Check out these resources (if applicable):

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

Dr Jonathan’s Thesis

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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