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

Have you ever thought about the quality of the products that you were creating in your resource group? Most people don’t and this is why most groups are ineffective. Find out what you can do, to be different.

 In todays show I discuss several things including:

  • Why you need to establish quality control, really quickly!
  • The reason your engagements may be too short
  • The essential training that you could be ignoring and much much more

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

You Need to Create Quality Products for Your Employee Resource Group

I ask important questions to illustrate why high quality products are necessary for the success of your group:

“What is it you produce? Who cares about them? Will they be missed if you stopped?”

Lengthen the Time Spent on Engagements to Develop Meaningful Relationships

I explain why longer engagements can help to create meaningful change:

“One off events or activities often feel like a flash in a pan, they grab attention and then go, but a series of events and activities in line with a particular strategy have got a better chance of creating change”

 The People Running Your Employee Resource Group Need Support Too

I explain why the people running your employee resource group need support in order to deliver:

“The people responsible for running the resource group, they need support too, they need training, development and dare I say it, Resources, this doesn’t always have to be money, but time is essential”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

Show Notes

Ajay Mistry: Networks, Collaboration & The Future

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