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The efforts can also show how the organization can better serve its customers, clients, and other stakeholders.</p>\n<p>ERGs also participate in the company’s recruitment, career development, and retention efforts, and they act as brand ambassadors to the external community.</p>\n<p>For ERGs to be successful, they must have the support and commitment from senior leaders, meaning the time, resources, and the budget to operate. Here are several strategies for supporting and empowering ERGs in your organization:</p>\n<ul>\n<li><strong>Detail a plan:</strong> Create an easy-to-follow procedure for employees interested in starting an ERG. Doing so ensures process continuity across the organization. Make the sign-up process easy. You should have digital and easily accessible resources such as the procedure for creating ERGs, guidelines for mission and purpose statements, charters, and operating procedures.</li>\n<li><strong>Provide financial support: </strong>As a leader and manager in your organization, allocate some of your budget to support ERG events and initiatives. Determine an equitable way to distribute the funds and create a clear process for fund requests. ERGs are worthy investments into the well-being of employees and the company.</li>\n<li><strong>Assist with documentation: </strong>Help the employees who lead the ERGs with documenting and tracking their progress. Provide systems for managing membership and reports in order to measure the impact in the workplace. Maintain records of the mission and the charter and house them within HR.</li>\n<li><strong>Get executive sponsorship: </strong>I can’t stress enough the importance of executive-level sponsorship for ERGs. Executives advocate and serve as liaisons between the ERG and the company’s decision makers. They can also provide support for new initiatives and increase visibility.</li>\n<li><strong>Promote, promote, promote: </strong>When ERGs have events and workshops, promote them to your staff. Offer space for meetings and other resources that may be needed. Volunteer your own time and resources to support trainings and other volunteer opportunities.</li>\n</ul>\n<p>Making an inclusive culture work takes everyone working together!</p>\n"},{"title":"Testing your cultural competence","thumb":null,"image":null,"content":"<p>Most organizational leaders say they want to create a high-performing workplace and get the best ideas from their workers. But to achieve this goal, you must be able to work well with all kinds of people who don’t look like, think like, act like, or believe like you do. You must be able to work effectively in a multicultural environment — this is known as <em>cultural competence</em>.</p>\n<p>So the question is, how culturally competent are you? Here’s a list of questions to consider as you chart your own development in this area.</p>\n<ul>\n<li><strong>Knowledge</strong>\n<ul>\n<li>Can you define the specific beliefs that define the cultural groups you belong to?</li>\n<li>Can you tie those beliefs to predictable behaviors that are common in your cultural groups?</li>\n<li>Can you name the different cultural groups that your direct reports, managers, and peers belong to?</li>\n<li>Do you know how to find reliable sources of information about the different cultures you interact with?</li>\n<li>Do you know enough about these cultures to recognize which behaviors may be culturally based?</li>\n</ul>\n</li>\n<li><strong>Humility and vulnerability</strong>\n<ul>\n<li>How easy is it for you admit that you don’t know something about a specific culture, belief, or norm?</li>\n<li>Which if any elements of your own culture do you wish were different?</li>\n<li>If your words or actions make someone from another culture embarrassed or uneasy, are you prepared to take full accountability for your mistake?</li>\n</ul>\n</li>\n<li><strong>Adaptation</strong>\n<ul>\n<li>Are you willing to adapt your behaviors when necessary, even if doing so feels odd or uncomfortable?</li>\n<li>Are you adept at coaching others so they can also exhibit more cultural competence?</li>\n</ul>\n</li>\n</ul>\n<p>Becoming culturally competent isn’t a quick and easy task. 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Diversity, Equity, and Inclusion For Dummies book cover

Diversity, Equity, and Inclusion For Dummies

By: Shirley Davis Published: 12-13-2021

Learn how to strengthen your company culture through inclusive and equitable policies and practices with this comprehensive guide by expert Shirley Davis. Along with tactics and strategies, you’ll get a deeper understanding of the business impact of DEI and how your role as a leader can contribute to your company's long-term success.

Articles From Diversity, Equity, and Inclusion For Dummies

Human Resources Diversity, Equity, and Inclusion For Dummies Cheat Sheet

Cheat Sheet / Updated 03-25-2022

Let’s face it. Although the term diversity, equity, and inclusion (DEI) may be common knowledge, it’s not commonly understood. Moreover, as the workforce continues to be redefined by demographic shifts, this adds additional layers of complexities and responsibilities for leaders. You already have a lot on your plate, and with DEI becoming a greater focus for many companies, it can be daunting to be expected to know all that you should in demonstrating new behaviors and practices and making decisions. The following sections provide a quick reference to give you food for thought, best practices, and strategies on some key DEI considerations, as well as guidance on how to perform an aspect of DEI effectively.

View Cheat Sheet