3 Ways Senior Leaders Can Support Employee Resource Groups
Is there a new Employee Resource Group in your organization?
Employee Resource Groups (ERGs) can be a powerful tool for organizational change, ensuring employees of all races, genders, and abilities feel respected and valued.
In addition to being an inclusive space, they can drive change and improve business metrics, such as recruitment and retention.
If your organization has recently launched an Employee Resource Group, there are many different ways that you can support their goals and mission.
As a senior leader, you have a lot of experience – and influence – that you can leverage to help them.
In this article, we’re going to detail three main ways that you can support Employee Resource Groups.
Understand their goals and speak up on their behalf in crucial meetings.
Be proactive about your learning - don’t treat them like an encyclopedia.
Be vocal about your involvement without being prompted.
1. Understand their goals and speak up on their behalf in crucial meetings.
Simply put, one of the most important things you can do to help your organization’s ERG is to listen.
That’s right – listen to their concerns, needs, and goals, and if they’re having trouble putting these into clear terms, mentor them.
Once you understand their goals, it’s time to speak up on their behalf when they are not in the room.
After all, your voice is one of your most valuable assets, and people listen to what you have to say at your senior level.
Bring up their concerns and goals in critical meetings, and don’t let their mission get swept aside in favor of ‘more pressing topics.
Invite the ERG Leaders into these meetings (where possible) and pass the mic so they can get used to speaking to people at senior levels.
Another way you can make a significant impact is by connecting the ERG’s goals to overall business goals.
By showing other members of senior management how the ERG can benefit the bottom line, you’re far more likely to get them on board.
Show them how ERGs impact retention, and explain how inclusive initiatives, such as ERGs, can make your company a more desirable workplace and attract the best talent.
When they hear it from you, a voice they trust, they're far more likely to absorb the message.
2. Be proactive about your learning - don’t treat them like an encyclopedia
When I speak to ERG members, one of their most common complaints is that senior leaders have a terrible habit of treating them like an endless resource of knowledge.
Rather than doing their research and learning about diversity and inclusion, senior leaders expect group members to teach them.
Of course, ERGs need to make their needs and goals known, communicating these things to all levels of the organization.
But it’s not acceptable to expect them to hold your hand and teach you about the discrimination they face in the workplace.
There are many great resources, but it can be hard to know where to start.
That’s just one of the reasons why we offer allyship training for management and employees at all levels.
Not only can this training help you get on the right track, but it can also show ERG members that you value and respect the project enough to take the initiative.
All of this speaks volumes about your commitment to the cause.
People from historically excluded groups often complain about how exhausting it can be to ‘teach’ senior leaders and peers about their oppression.
However, by doing your homework, you’re already demonstrating that you’re ready to make a change.
3. Be vocal about your involvement without being prompted
This point ties points 1 and 2 together, using your clout and influence and demonstrating your commitment and personal initiative.
Whenever possible, you should be vocal about your involvement with the ERG.
Yes, this includes bringing up the ERG’s goals and speaking out about them in important meetings, but it goes one step further.
You should also champion the group by bringing other senior leaders to their events.
Introduce ERG members to key figures in the company and connect them with people who can help them internally and externally.
You’re an influential figure in your company and industry and can open many doors for ERG members, especially the ERGs leaders.
Help them access opportunities and keep them in mind for promotions, mentorships, and training.
Finally, you need to be vocal when you hear someone denigrating them or when you experience something against the ethos of diversity and inclusion.
Sadly, people often say offensive things when they ‘think they can get away with it.’
Make it clear that you are not a safe person to be racist, sexist or homophobic around – sometimes, this is the most important thing you can do as a leader.
When people see that even the most senior leaders are dedicated to the ERGs goals, they’re far more likely to take them seriously.
ERG Training and Coaching for Senior Leaders
Learning to interact with an ERG doesn’t always come naturally – it takes training and education. But you don’t need to be intimidated!
Training and coaching are available to help you be the best possible support to ERG members in your organization, furthering their goals and improving your skill set.
We coach senior executives on how to be inclusive leaders and support employee resource groups.
Find out more by sending Aisha a message on LinkedIn or contacting us here.
