This tool outlines a full calendar of events that ERG leaders can use as a guide when planning.

Many times we hear from ERG chairs looking for ways to increase engagement of their executive sponsors and best leverage their power and influence in the organization. When asked, we learn that clear expectations have not been communicated with the executive sponsor and they do not realize what their role entails.

Here are some tips to help you grow your ERG member base.

The Career Development Toolkit provides a series of tools and resources to help you explore and manage your career including self-exploration and awareness building, career exploration and goal setting, and planning your next career move

The Event Planning toolkit includes everything you need to plan, execute, and evaluate any event from an hour-long lunch and learn to a 3-day conference.

The Mentoring toolkit can help you get your mentoring program off the ground, think through the goals of your program, and facilitate the mentor-relationship process from start to finish.

The Healthcare Toolkit is a library of tools designed to address the unique and specific goals and challenges of DEI in the healthcare industry.

A brief summary on what the ERG Leader toolkit is.

The How-To Toolkits are a unique set of resources to help your organization effectively accomplish strategic priorities associated with your diversity and inclusion strategy.  Each toolkit addresses a specific diversity-related topic and provides step-by-step how-tos, strategic planning tools, and resources for further development.

The ERG Member Profile is a template that you can use to interview ERG members.

This tool is designed to help you assess the effectiveness of your DEI leadership capability.  Upon completion, you can assess your results using the self-scoring guidelines.

This tool provides a framework for you to use in creating your own D&I strategy. Includes some examples as a reference.

Navigating relationships across difference can pose challenges and requires some cultural knowledge to navigate this terrain. Here are some tips for developing cultural sensitivity in your patient/customer interactions.

Facilitation is the art of leading people through a process in order to collectively reach agreed-upon objectives in a manner that encourages participation, respect, and creativity by all those involved. These tips can help ensure your conversations are effective and productive.

With the constant barrage of news feeds, tweets and blog posts it’s almost impossible to keep discussions regarding charged topics such as politics, religion, race, immigration, gun control and women’s rights from permeating our workplaces. It can be tricky to navigate topics like these at work. But, with some basic ground rules, these discussions can be enlightening—no matter which side of the issue you’re on.

The Addressing Hate and Discrimination Against AAPI Guide is a tool for leading a discussion to address the escalating events of hate and violence against Asian Americans and Pacific Islanders (AAPI).

The Addressing Hate and Discrimination Guide is a tool for leading a discussion to address the escalating events of hate and violence that occur in our community and in the media. The goal of the guide is to help foster an environment where employees can express their feelings and concerns, process their emotions and discuss opportunities and solutions for fostering psychological safety in the workplace and more broadly in the world.

Conversations that allow employees to share their experiences, their views, their concerns, and their ideas can be an important and effective way to not only build awareness but change hearts.  Even small five-minute conversations can expand our thinking and build comradery among team members.

The Courageous Conversations Facilitator Toolkit is a guide to help you lead difficult conversations in order to deepen understanding across difference. This guide provides tools, tips and materials to help you prepare, host and lead a dialogue based on any topic aimed at understanding difference and resolving conflict. Throughout the year we will provide some facilitator’s discussion guides on specific topics.

Over the course of May through July 2021, VisionSpring conducted over 30 interviews with DEI practitioners to determine what are their biggest roadblocks to achieving their DEI goals.  The market research report includes our key findings, themes, stats & facts and our recommendations.

Developing a new ERG may seem like a daunting task, but once a plan of action, with specific tasks, expectations and timelines is created, the process will be more manageable. This document provides a step-by step guided process for launching an ERG

VisionSpring’s Respect in the Workplace is a 90-minute training that can be leveraged by D&I practitioners as part of their training offerings. Respect in the Workplace Virtual Classroom will help participants more fully understand the dynamics and characteristics of a respectful workplace and the steps each of us can take to ensure all individuals are treated with dignity and respect.

One of the most effective ways to develop yourself and move your career forward is to create a well-thought-out plan. Here are some tips and strategies to help you take control of your own career journey and successfully identify and pursue a career joy and fulfillment.

Ideas for developing skills and experience to propel you forward and help you achieve your career goals.

VisionSpring’s Diversity, Inclusion & Identity: Building Awareness and Understanding Virtual Classroom is a 90-minute experience that will help participants more fully understand concepts associated with diversity and inclusion and explore the intersectionality of identity, privilege, and equity.

The success of any ERG is contingent on its leadership team. The specific leadership team put in place will depend on the goals and in some cases size of the group. At a minimum each ERG should have a chair, cochair and someone in charge of logistics (secretary), programming and communications. Here is a list of the most common ERG leadership positions and the responsibilities associated with each.

Your ERG Value Statement should describe how ERGs will add value to the organization and your employees. This tool can be used by individual ERGs as well in a large group with multiple ERG leaders. The purpose of this exercise is to engage in true brainstorming to come up with words that capture the value of your ERG program.

We all have goals and will undoubtedly encounter barriers that can prevent us from achieving those goals. The key to removing those barriers is to be purposeful, to follow your passion, and to lay out a plan to get you there.

The Inclusive Leadership Personal Development Plan is a tool designed to help individuals identify inclusive leadership competency strengths and opportunities for development. The tool identifies key competencies associated with the concept of leading inclusively and provides a thought process for building competency in each area.

Mentoring can be challenging, particularly when building relationships across differences. But there are some inclusive tips and practices you can apply to build a positive, productive relationship with your mentee

The ERG Sample Scorecard provides a comprehensive list of metrics you can use to measure the impact of your ERG.