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?
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:
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