The guidebook provides a framework for assessing policies with an inclusion lens, what to look out for, and questions to ask when reviewing a policy.

When you think about your employee handbook, what comes to mind is probably a collection of rules, policies, and procedures — a document that outlines what’s expected of employees and what they can expect in return — from behavior and dress code to communication standards and performance. But your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together.

While it is important to set clear expectations for employees, when done with care and intention your handbook also provides a great opportunity to actively shape culture and foster belonging. Your handbook can be something much more meaningful: it can reflect who you are, what you believe, and how you work together and support each other.

As part of your DEI journey, it’s important to provide a forum for employees to ask questions and voice their concerns. Below, we’ve provided sample responses to common inquiries and pushback. We encourage you to engage in the difficult conversations and please reach out to HR if you require additional support or resources.

The growing attention placed on misguided claims against DEI poses a threat to hard-won progress and may even lead to a reversal in the strides that have been made toward more equitable workplaces. Those of us committed to this work need to stay steadfast in our mission. Below are some tips for navigating uncertainty with clear, actionable strategies to sustain commitment to DEI.

The growing attention placed on misguided claims against DEI poses a threat to hard-won progress and may even lead to a reversal in any strides that have been made toward more equitable workplaces.  While the long-term implications are still uncertain, the political and legal challenges we are currently facing are already reshaping how we talk about and approach this work. Corporate America is at a crossroads, and those in the field must decide where they stand, how vested they are in DEI, and if and how they will sustain their commitment to equity and inclusion. For DEI practitioners, we’re left to wonder what the specific implications are, how we navigate these unsettling and uncertain times, and how we safeguard this work while safeguarding ourselves.

This tool is designed for ERG leaders and ERG executive sponsors as a reference guide to help connect the work of the ERG to four key areas – People, Productivity, Profitability and Community.

The Anatomy of Belonging:  ERGs as the Head, Heart, Hands training helps participants better understand the dynamics and characteristics of a culture of belonging and how ERGs can drive belonging and connection.

Belonging is being accepted for all of who we are – no need to hide or change. But that sense of community can be harder to find for employees who are not part of the dominant social group or do not easily conform to organizational norms. ERGs can be instrumental in providing that community and fostering belonging.

Having a sense of belonging is one of the most important fundamental human needs and is directly tied to our physical and emotional wellbeing. Most people define themselves by their group membership and associations with their family, their spiritual group, local sports team, interests, even their political affiliations. The social connection that is fundamental to our sense of belonging is a protective factor that enables people to overcome challenges, manage stress and cope more effectively with difficult times in our lives. Almost every aspect of our lives is associated with belonging to something – and our workplaces are no different.

As a leader in the organization, you’re probably pretty accustomed to driving the strategy – but as an ERG executive sponsor, your role is to serve more as an advisor– and it can be difficult to find that right balance. Your primary responsibility is to provide enough guidance and autonomy, so ERGs have the tools and direction they need to lead successfully on their own.

Creating an environment where ERG leaders are empowered to make decisions and lead confidently requires the active, empathetic and engaged support of the Executive Sponsor. Here are some tips for empowering ERG leaders.

The ERG Executive Sponsor Roadmap provides a framework for executives to evaluate and prepare for the role of Executive Sponsor.

Executive Sponsors can use this evaluation checklist to help them and their ERG leadership team determine if there is business value associated with the event or program they are evaluating.

Despite what is being reported in the media, much of what we are seeing from organizations and hearing from DEI leaders is more of a reset or recalibration.  After the murder of George Floyd, many companies set lofty goals, increased the size of their DEI departments, and quite frankly bit off more than they could actually do.

Media headlines about the creation and then elimination of corporate diversity, equity, and inclusion (DEI) positions at Big Tech companies have generated plenty of buzz. This kind of coverage can raise doubts about whether companies are committed to DEI in the long term. But these headlines aren’t telling the whole story.

The authors of this article identify three criteria that make DEI programs most risky and offer solutions to help organizations mitigate legal risk while maintaining the core project of building a more just future.

While managing DEI opposition can be challenging, CEOs and chief human resources officers (CHROs) can view this as an opportunity to reinforce their leadership roles by creating an inclusive and equitable culture linked to their business strategy.

Over the past year, corporations have grown more cautious about following through on DEI efforts as businesses cut costs and conservative activists, lawyers and lawmakers seek to purge the concept from workplace life. That caution, along with the Supreme Court’s ruling last year ending affirmative action in college admissions, has created more speculation over how DEI work might change – and what might be lost in the process.

For our Inclusion Learning Loop quarterly ERG Leader Learning Circle we engaged participants in an End in Mind Innovation exercise. We presented a desired future state (The Dream Outcome) for ERGs and asked participants to think backwards and ask themselves what challenges might get in the way of reaching that dream outcome. Participants worked in small groups to turn those challenges into problem statements and then worked together to brainstorm solutions to each of those problem statements.

Are you committed to creating a more inclusive and equitable workplace? This guide provides a roadmap for effectively using eLearning as a tool for building DEI awareness, competency and buy-in.

To better understand the importance of workplace culture, SHRM conducted a study in 12 countries to identify workplace trends across the globe. SHRM found, by and large, that workplace culture remains positive across the 12 countries. Even a pandemic couldn’t wreak havoc on workplace culture, which speaks to the strides that organizations have made in…...

“What gets measured gets done.” This mentality will help you grow your company in a direction that encourages, creates, and supports a diverse working environment where employees feel valued and heard…. This content is for members only.Login Join Now...

The DEI Sample Scorecard provides a comprehensive list of both quantitative and qualitative metrics you can use to measure the impact of your DEI efforts.

The ERG Sample Scorecard provides a comprehensive list of metrics you can use to measure the impact of your ERG…. This content is for members only.Login Join Now...

Measuring the impact of DEI and progress towards your goals is a critical success factor. Metrics are the best way to solidify focus and commitment, to demonstrate ROI, and to signal when to pivot, where to stay the course, and what to change. Here are some tips for measuring DEI impact in your own organization…....

Metrics matter. It is the best way to solidify focus and commitment, to demonstrate ROI, and to signal when to pivot, where to stay the course, and what to change. But what we measure is just as important as the mere act of measuring in the first place…. This content is for members only.Login Join...

DEI is one of the most effective ways to increase innovative thinking, boost employee engagement, and ultimately drive performance and superior business results. Yet despite compelling data, organizations often struggle with the gap between effort and outcomes and can find it difficult to achieve sustainable change and demonstrate ROI. One key piece of the ROI…...

Are diversity awards a help or a hindrance to true diversity and inclusion success?

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.