Studies show that organisations with active Employee Resource Groups (ERGs) have lower turnover and higher employee satisfaction levels (1). As leaders in the gender inclusion space, everywoman also knows that when communities come together centred around a common cause, they serve as vital platforms for advocating for underrepresented groups in the workplace.
Despite the many benefits they bring to organisations of all sizes, ERGs, or rather the individuals and groups tasked with running them, can often encounter stumbling blocks as they grapple with the challenges of bringing people together in the new hybrid working world.
A particular challenge—and one highlighted to us by everywomanChampions, our network of diversity advocates—lies in securing the necessary resources and support to advance their network’s objectives. In response to this, we’ve collated some insights to explore tailored strategies to address these challenges—enabling you to effectively win the support you need from your organisation’s senior leadership team.
Define your purpose clearly
Whether it’s advocating for a larger budget to deliver a fantastic training session for your members or bringing in an external menopause expert to engage your 40+ females, it’s essential that you can clearly articulate the purpose and value of the proposition. In doing so think not just about the value to your ERGs individual members, but the network, and, crucially, the overall benefit to the company.
The SMART acronym: smart, measurable, achievable, relevant and time-bound—has long been used to ensure that organisational or individual goals to stay on track. A savvy network will ensure its purpose is measured by results to really highlight to stakeholders the tangible outcomes the proposal of support will garner.
Craft a compelling business case
When making your case to leadership it never hurts to highlight the advantages ERGs can have in the business. Aligning your initiatives with the organisation’s overarching goals and priorities can be key to gaining buy-in from leadership. For example, can you demonstrate how the new initiative you’re seeking support for can contribute to fostering a diverse and inclusive workplace, particularly if that’s something that your company is particularly focussed on now? Additionally, measuring and showcasing the impact of your initiatives through metrics such as participation rates and employee satisfaction strengthens your case for support.
Get allies on board to gather support
Engaging with key stakeholders and allies within the organisation is crucial for gaining support and momentum for your initiatives. Securing commitment from individuals in senior leadership to attend ERG meetings on a regular basis not only demonstrates their investment in diversity and inclusion efforts; it also provides an opportunity for direct dialogue and collaboration. This involvement can lend credibility to your initiatives, help increase visibility for your cause, and potentially result in the allocation of additional resources to support ERG activities. By having leaders actively participate in ERG discussions and events, you can foster a culture of inclusivity and demonstrate the organisation’s commitment to listening to and addressing the needs of underrepresented groups.
Collaborating with other ERGs and affinity groups within the organisation can also significantly amplify your advocacy efforts. By pooling resources, sharing best practices, and coordinating events and initiatives, you can leverage collective strength to effect broader change and increase your impact across the organisation. This cross-ERG collaboration not only fosters a sense of solidarity but also helps build a more cohesive and supportive community within the company.
Furthermore, engaging male allies, particularly within women’s networks, is essential for driving meaningful progress towards gender equality and inclusion. Male allies play a crucial role in challenging and dismantling existing biases and stereotypes, advocating for gender-balanced policies and practices, and creating a more inclusive and equitable workplace culture. Their support and active participation in women’s network initiatives can help foster understanding, promote allyship, and ultimately contribute to a more diverse and inclusive organisational environment for all employees.
Remain flexible and persistent
In the face of obstacles, it’s crucial to remain adaptable and persistent in your advocacy efforts when trying to win the support of senior leadership for ERGs. Be prepared to adjust your approach and start with incremental requests if necessary. A ‘no’ today does not necessarily mean a ‘no’ forever, so continue to revisit and refine your proposals, leveraging evolving organisational dynamics and priorities.
When faced with a ‘no,’ it’s essential to understand the reasons behind the decision. Take the time to delve into the rationale and ascertain whether there are any rectifiable issues. If there are, consider renegotiating with the necessary rectifications in place, demonstrating your commitment to addressing concerns and finding mutually beneficial solutions.
However, if the obstacles are not rectifiable, it’s important to inquire about a timeline for reconsideration or the next opportunity to review the proposal. By maintaining open communication and seeking clarity on future possibilities, you can keep the door open for potential support down the line. Additionally, use the feedback gathered from the ‘no’ to refine your approach and strengthen your case for future presentations. Remember, persistence coupled with strategic adaptation can often lead to breakthroughs, even in the face of initial setbacks.
In conclusion, getting backing for your women’s networks or ERG initiatives is all about playing it smart. You will need to be clear on what you’re about, ensure you’re in sync with the company’s aims, and get busy building those relationships. When you can show the real worth of what you’re doing, gather support from a variety of potential stakeholders, and keep pushing forward no matter what, that’s when women’s networks can really make waves and shake things up for the better in their workplaces.
This insight came from our Global Summit panel ‘How to win the support of senior leadership for ERG programmes.’ Our everywoman Global Summit brings together over 1,800+ senior women leaders, rising stars and allies from a broad range of industries across all major continents to share global best practice in gender diversity and inclusion and help women advance their careers. Register your interest in updates here.
Sources
- Diversity wins, McKinsey.
- Valuing Diversity, Close the Gap.
- Why diversity matters, McKinsey.
- Magnet for talent, PWC.
