Today, I want to talk about how employee resource groups are presented on corporate websites and how a number of common practices could be damaging their efforts to become a more inclusive workplace.
Organisations are falling over themselves to show that they are committed to diversity and inclusion and one of the ways they achieve this is through representations of their employee resource groups on their websites.
A recent research paper exploring the relationship between employee engagement, employee resource groups and corporate websites suggest that the online representations of employee resource groups actually inhibited employee engagement. I want to talk about what this actually means and why this matters to your organisation
In todays show I discuss several things including:
- The common practices on your company website that may be undermining your efforts to be an inclusive workplace
- One of the reasons that people in your organisation may have a low opinion of employee resource groups
- The mixed messages about diversity and inclusion that your organisation may be sending and much much more
Here’s some of what I share in the show:
Organisations are making mistakes on their websites that undermine their inclusive efforts
I explain how the way employee resource groups are presented on websites can affect the relationship between employee and employer:
“The paper makes a strong argument about how the representation of employee resource groups on websites is ill conceived and that organisations that may think that they are being inclusive are potentially damaging their relationships with their own employees”
The important relationship between employee resource groups and employee engagement
I explain why employee engagement and employee resource groups are intimately related:
“My research identified engagement as one the 5 key roles that employee resource groups can play to enhance the careers of their members and transform the workplace”
Organisations send mixed messages about their motivations for becoming inclusive.
I explain how organisations may inadvertently be sending mixed messages about why they want to become inclusive:
“In the study, the authors found a lack of transparency of purpose regarding company commitment to ERGs. They went as far as to say that companies were sending contradictory messages on their websites.”
Here are some selected links to for the resources and reports I discuss in the episode.
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