Rethinking your strategy for ERGs means covering everything from existential questions about purpose to practical questions about investment.
gnificant percentage simply can’t bring themselves to do it. Harvard Business School professor Francesca Gino knows why: It makes them feel dirty.”
While traditionally burnout has been kept private and looked at as an individual issue in the workplace – and in some particularly cutthroat cultures a sign of weakness – we now have to acknowledge that it is a widely shared issue. And that it is creating a DEI emergency.”
“We are at a point in our company history where our ERGs have reached a level of operational excellence, cultural transformation and powerful retention impact.”
What does support look like for employees who are facing addiction?
A huge thank you to Recruiter.com for featuring our article, “Are You Using Employee Resource Groups to Their Full Potential?”
The discussion of lower-level executives and employees gaining outside directorships mimics those that arise when rethinking ERGs, recruitment, internal pipelines, and accountability metrics. Namely, what do you do when strategy implementation creates resentment between different stakeholders?
Mental health ERGs are one way to cover the intersectionality problem that other ERGs create. However, their establishment requires high levels of coordination with legal and HR professionals, as well as intentional, executive support.