Two oft-asked questions by companies seeking to enhance their diversity, equity, and inclusion (DEI) efforts and performance are: (1) Should we create employee resource groups (ERGs)? and (2) How do we make ERGs most effective?
The answers differ greatly depending on the unique situation of the company. Below, we offer a few basic guidelines to raise concerns that require careful consideration by company leadership. The individual corporate culture and situation will dictate how best to apply these guidelines to help find an answer.
Fostering diversity, equity, and inclusion is essential to obtaining the best efforts and productivity from a modern workforce. In recent years, companies across America have implemented a variety of DEI strategies, seeking to achieve competitive advantages through more engaged diverse workforces that bring their best efforts to bear toward achieving corporate objectives.
Most companies begin with a focus on recruiting and hiring diverse candidates. Even those that are successful in this effort often find themselves losing employees from underrepresented groups at a higher rate than they lose white male employees. This “leaky pipeline” negatively affects morale, results in the loss of institutional knowledge, and absorbs an inordinate amount of management time to continually recruit and train new employees, only to repeat the turnover cycle.
Thus, retention of talented diverse employees is critical to long-term...
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