Published: 07 February 2024
Organizations increasingly call on employee resource group leaders to champion DEI conversations and lead difficult conversations with employees. DEI leaders can improve ERG leader effectiveness by adjusting processes for selecting, equipping and rewarding ERG leaders.
Organizations leverage employee resource group (ERG) leaders to develop and deploy responses to social and political flashpoints, contribute to an inclusive culture, and cultivate a sense of belonging for underrepresented groups.
ERG leaders often struggle to influence change due to limited capacity and frequent burnout.
ERG leaders are motivated to continue contributing to an ERG if they feel acknowledged for their efforts with meaningful, personalized rewards.
To improve ERG leader effectiveness, diversity, equity and inclusion (DEI) leaders should:
Select candidates who demonstrate the prerequisite leadership behaviors, rather than solely a passion for DEI, to ensure ERG leaders can effectively manage the
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