A new offering – Effective Communication for Employee Resource Group (ERG) Leaders

Employee Resource Groups (ERGs), often called Business Resource Groups, are employee led groups supported by company leadership around groups with common identities. The most popular groups are women, race and culture-based groups, LGBTQA, Veterans and People with Disabilities. Over the past few years ERG efforts have expanded into groups like Mental Health and Wellness, Parents / Caregivers, Environment Awareness and more.

ERGs ideally serve both the needs of employees and the organization around DEIB (diversity, equity, inclusion, belonging) initiatives. And as such they organize activities around leadership development, recruiting, community outreach, workplace culture and more.

Over the past few years, ERG support services has become one of the core areas of my DEI consulting practice, and the demand continues to grow. It’s one thing to launch an ERG, but it’s another to launch and run it successfully. I find it so fulfilling to help several of my clients launch their ERGs with an effective strategy and process, recruit and train ERG leaders, and establish best practices for their support. I also assist existing ERGs in growing and becoming more impactful.

I’m excited to share that in 2024, I am collaborating with Nina Irani Surya of UniqueSpeak Consulting, a communications expert, to design and offer communications skills training specifically for ERG leaders.

Effective communications is critical for ERG leaders working within their groups and with HR and senior leaders

Why is this so critical? Communication is one of the most pivotal make-or-break tools for ERG leaders. Successful ERG leaders need well-honed communication skills within their group as well as out to their organization’s senior and human resources leaders. First, ERG leaders need to inspire their members, who all join as volunteers, to be engaged and assist in the work. They need to lead collaborative teams and build consensus. Second, they need to communicate the needs of their constituents up and out to senior and HR leaders in a way that builds trust and gains results.

Topics in this exciting and interactive four-hour workshop will include:
· A review of effective ERG inclusive leadership
· Building skills of persuasion and building trust in relationships
· Communicating with your ERG members and leading people to action
· Communicating to executives and HR Leadership
· Additional key communication leadership skills such as active listening and addressing micro-aggressions
· Scenarios discussions and/or role plays – situations with ERG members, senior leaders and HR.

This workshop can be offered in person or virtually, and is a great follow up to the National Diversity Council’s ERG Academy.

You can download a brochure with a detailed curriculum and facilitator bios from my speaking package page, or you email me at [email protected] or call me at 919-787-7315 to request the brochure.

A Men’s Employee Resource Group – Really? Why? Four Reasons

Men are a vital part of the diversity mix and need networking opportunities too.

Employee Resource Groups (ERGs), often call Business Resource Groups, are employee led groups supported by company leadership around groups with common identities. The most popular groups are women, race and culture-based groups, LGBTQA, Veterans and People with Disabilities. Over the past few years ERG efforts have expanded into groups like Mental Health and Wellness, Parents / Caregivers, Environment Awareness and more.

ERGs ideally serve both the needs of employees and the organization around DEIB (diversity, equity, inclusion, belonging) initiatives and organize activities around leadership development, recruiting, community outreach, workplace culture and more.

Now more organizations, including one of my best clients which I have helped launch ERGs and training their leaders, have started Men’s ERGs. And this has raised some questions like:
• Why do we need a men’s ERG? They are not an under-represented minority within our organization.
• Men hold most of the power and privilege in our organization, so why would they need a group?

Yes, there are valid questions. And here are four valid reasons for the legitimacy of and the need for Men’s ERGs:

1. Men are indeed a crucial part of the diversity fabric. DEIB is about all of us working together to leverage our unique differences for good, not setting up a “We vs. Them” culture. We should never frame the discussion as one of the “diverse and the un-diverse.” Everyone is part of diversity. This also now provides availability of all employees to join an ERG that aligns with their identity in addition to joining as allies.

Men are now taking more responsibilities at home and with children.

2. Men are now facing many of the same challenges that women have always faced in the workplace, especially as men in today’s culture are taking more responsibility for managing the home and raising the children. Men also may need to discuss challenges like managers who are OK with women on the team needing to leave early to pick up a sick kid from school, but look unfavorably upon their male employees who need to do the same.

3. Men can have in depth discussions on how they can work together to promote DEIB instead of being labeled as “the diversity problem.” They can team with the women’s ERG to discuss how men can better support and mentor women in the workplace and better understand challenges and issues women, racial minorities, LGBTQ+ and people with disabilities face.

4. Finally, there are some industries and organizations where men are indeed an under-represented minority.

It is great that ERGs are continuing to grow and expand into more areas so that everyone can participate in advancing DEIB in the increasingly diverse interconnected global economy.