Redefining Inclusion: The Programming Mistake Even the Best ERGs Make
To this day, I still have to check myself on this...
Let me say this loud and clear: if your ERG is struggling with engagement, there's a simple fix you might be overlooking — be more inclusive with your programming.
What I mean by "more inclusive"
When we create events, resources, and initiatives for our ERGs, we often unintentionally center the majority identity within the group. How ironic is that? In the corporate workplace, the majority — meaning those who aren't part of underrepresented groups — already receives the bulk of attention and programming. Why repeat that same dynamic in spaces specifically designed to support underrepresented communities?
The patterns to watch for
A few of the most common ones:
- Black ≠ only African American
- Women ≠ only white women
- Asian ≠ only East Asian
- LGBTQ ≠ only gay (often white) men
Why this is uncomfortable — and necessary
This shift might feel uncomfortable because it forces us to confront our own biases and blind spots. It's human nature to default to what's familiar or to center the narratives of the majority without realizing it. But here's the thing: true inclusion means stepping outside of that comfort zone. It requires us to ask hard questions about who we're unintentionally leaving out and why. Recognizing that our well-intentioned efforts might still exclude parts of the community isn't easy — but it's necessary.
What to do as you plan your next year
As we step into 2025 planning, let's be intentional about creating opportunities to spotlight the subgroups within our ERGs. This isn't just a checkbox — it's how we ensure everyone feels truly seen and valued. By designing programming that highlights the diversity within our communities, we can build authentic connections and foster unity across the entire group. When every member feels represented, we move closer to creating the inclusive, thriving ERG communities we all aspire to support.