Workplace Empathy Enhancement: The Role of Employee Resource Groups in Promoting Staff Welfare
In the modern workplace, Employee Resource Groups (ERGs) have become a powerful tool for fostering connection, networking, and professional development among employees. Companies such as Genpact and Teneo are among those that have embraced ERGs to support inclusion and advocacy within their organizations.
These groups, which are voluntary and employee-led, are often organized around identity, such as gender, racial groups, ages, sexual orientations, ability status, or around particular interests or experiences. They provide a safe space for employees to discuss their experiences, surface challenges, and build leaders.
When it comes to facilitating an ERG, it's crucial to define the group's goals, decide on meeting times and locations, and share topics and discussion questions ahead of time. Communicating that all voices are welcome and that while everyone is encouraged to participate, no one is forced to respond, is also essential.
Icebreakers can help get everyone comfortable speaking in the setting, and specific questions should be asked to avoid vague questions. However, it's important to keep in mind that some questions may be triggering or problematic for some participants, particularly those who have experienced childhood trauma.
As a meeting facilitator, it's important to manage the conversation, rein it in if needed, and ensure everyone is getting an opportunity to contribute. Counting to 30 after asking a question can help manage the silence, while acknowledging people who comment is crucial for encouraging participation and modeling listening and respect.
Breaking the group into smaller groups or pairs for discussion can help address hierarchy issues when there are people who are in a direct chain of supervision. Explicit ground rules about working relationships in the group can help set expectations and ease any concerns.
At the start of each meeting, it's good to remind people of the purpose of the group, the topic of the specific meeting, and go over any established ground rules. Ending the meeting on a high note, by thanking people for coming and participating, and reminding them of the group's purpose, can encourage people to come back, participate, and support one another.
To start an ERG, it's important to have the support of the organization's leadership and to advertise the group's purpose widely. Katharine Manning, the president of Blackbird and the author of "The Empathetic Workplace," emphasizes the importance of inviting participation, especially from those who may be less forthcoming, without putting them on the spot.
ERGs can improve working conditions for marginalized and remote workers, create a sense of community, and contribute to a more inclusive and empathetic workplace. By providing a safe space for open dialogue and fostering a sense of belonging, ERGs can help employees feel valued and supported, leading to increased productivity, engagement, and job satisfaction.
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