At Catalyst enERGize, ERG leaders discussed shaping organizational policy to increase inclusion.
ERGs have a critical role to play in shaping workplace policies that address the needs and experiences of members of underrepresented and marginalized communities. Experts from TD Bank Group, McCarthy Tétrault, and Google shared tips at Catalyst’s enERGize on how to empower your ERGs to create inclusive workplaces that support all employees.
- Secure strong management support. Before ERGs can influence workplace policies, they need the ear of senior leadership. ERGs benefit from having executive sponsors who are close to company management so their insights can reach the highest levels of the organization.
- Leverage data and research to influence policy decisions. Use market research to learn what other organizations are doing, and develop detailed employee surveys and listening tours to understand people’s needs and concerns. Find multiple sources for a holistic viewpoint.
- Create active feedback loops to provide ERG input during the policy development and implementation process. Communication should be a two-way street; ERGs are not solely responsible for providing feedback or solutions, they need to be in dialogue with other stakeholders.
- Connect ERG groups, chapters, and regions. ERGs are most powerful when they can bring a collective voice to leadership—even those that include many regional chapters. Use technology and shared events (e.g., International Women’s Day) to forge connections.
- Foster collaborative partnerships among ERGs, organizational leadership, human resources, and legal teams to ensure that inclusive policy recommendations are well-informed, legally compliant, and aligned with your organization’s overall DEI strategy.
Take these five steps to bring your workplace policies to the next level and advance a truly inclusive culture where all employees thrive.