Want To Help With Diversity Issues At Work? Make Leaders Address Them

I consult to many women’s networks and Employee Resource Groups (ERGs) and one of the most consistent issues that I encounter is that women often assemble these groups’ work in a vacuum and they self organize because they see organizational barriers and biases. They do not form because they have excessive time on their hands and how leaders fail to see this is often astounding to me. If people formed due to product dissatisfaction, I am pretty sure bosses would question the product not the legitimacy of the group or worse just ignore them.

So, what am I saying here? I am saying there are several reasons to get involved in a network/ERG and advocacy is an extremely effective strategy as is sponsorship (which we will discuss in another post) but do not confuse thinking you as a group have the authority to change the hiring or advancement of women directly as it is an indirect power at best. In any role, you should only accept responsibility for a task that you have the authority to execute on.

I hope this has got you thinking and comments are welcomed. Such a big topic and we shall explore the individual benefits of being part of an ERG all summer but also be wise enough to know when you are being tasked with something that the talent management group along with the organization’s leadership need to address.

By Nicki Gilmour, Executive Coach and Organizational Psychologist

Contact nicki@theglasshammer.com if you would like to hire an executive coach to help you navigate the path to optimal personal success at work