Why You Should Consider Paying ERG Leaders

Maybe it’s time to start paying ERG Leaders

Find out why I don’t have an objective opinion on this!

Here are some key topics covered from this episode:

  • The central argument for paying ERG Leaders
  • The risk that faces organisations that don’t pay them
  • The reason my opinion on this isn’t objective and much more

Play the episode for more.

Here are some key takeaways from this episode: 

ERG Leaders are working

I can tell you that running an ERG is work. Being on the committee is work.

Organising activities and events is work. In fact playing any ongoing role in an employee resource group is work”

 ERG Leaders cooperate with people who are paid 

The DEI Leader gets paid Leadership money. The Executive sponsor gets paid Executive money. The ERG Leader gets paid no money”

 Not paying ERG Leaders may be considered to be exploitation

“getting people who are from an identity group that is under performing, under represented to do more work than everyone else.

In an organisation where they may not have the same advantages as everyone else. To benefit  everyone else…. doesn’t seem smart”

Here are some resources so you can go deeper: 

ERGs take extra work. Should employees be paid extra for participating?

How to pay your ERG leaders

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

Check out these related episodes of the show.

A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

4 Reasons Why You Should NOT Consider Paying ERG Leaders

3 Ways to Address The Free Rider Problem of Diversity & Inclusion

The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

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

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this


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