Though the benefits of ERGs are irrefutable, organizations should keep a check on the pulse of their ERGs to check if they have gone rogue.

When employers encourage their employees to self-identify they obtain a realistic picture of the existing diversity of their workforce.

Although Employee Networks is almost a must-have, there are some challenges that are bound to surface if their management is not structured.

Diversity, Equity and Inclusion have definitive meanings especially in the context of workplace policies and practices.

If your organization seems to be ‘stuck’ in a DEI stalemate, it might help to consider the following pointers.

Organizations have started recognizing the need for a focused DEI strategy. Here are some building blocks to lay a strong foundation.

As companies grow, so do their efforts towards Employee Resource Group Management. Here are some trends observed in the management of ERGs.

Starting out as organically formed groups and developing into DEI-centric communities, ERGs have come a long way.

If your organization is in the early stages of ERG adoption, you can focus on these parameters to take your Women’s ERG to the next level

ERG’s can be the much-needed incubators to help women progress personally and professionally and break the glass ceiling.

DEI team members and ERG Leads can work together to drive ERG visibility by adopting some tried and tested practices.

A well-structured ERG program that aligns with the organization’s goals helps in fortifying employees’ association with the organization.

Learn how to align and connect ERGs to DEI goals and showcase tangible results.

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