The Dark Side of Employee Resource Groups

Employee resource groups can solve the 3 Biggest Problems that organisations experience on their Inclusion journey

But there is a Dark side to all this

Get your pen and paper ready because we’re talking about the dark side of employee resource groups

In today’s show we discuss several things including:

  • Why people weren’t happy with me talking about ERG’s and pay
  • Why Super Star Leaders can be a blessing and a curse
  • How the Business Case for Diversity can lead to exploitation and much more

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

Be careful of not being adequately prepared

the insights on this show can be used against you.I know that. That’s why I want you to hear it from me so you can prepare.”

Be careful of leaders thinking of themselves at the expense others

If you’ve got a leader who’s just sorting themselves out.. this can be very painful for individuals and people will leave the organisation.

I’ve seen this so many times. I don’t want it to happen to you

“Be careful of members being commoditised

“at what point is this useful and valuable and at what point is it tokenism or exploitation. At what point are the members being used by the organisation in a way that’s unfair?”

SHOWNOTES

Why You Should Consider Paying ERG Leaders

4 Reasons Why You Should NOT Consider Paying ERG Leaders

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

Crafting an Identity: An Examination of the Lived Experiences of Minority Racial and Ethnic Individuals in the Workplace

The Diversity & Inclusion Advice No One Will Give You

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

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