getty After George Floyd’s murder in 2020, many corporations scrambled to set up diversity committees and employee resource groups (ERGs). These groups were safe spaces for employees to discuss their concerns and provided necessary emotional support. Organizations also saw them as tangible proof of their commitment to social justice. But in their haste, many business leaders skipped a critical step: aligning the goals of their diversity committees and ERGs with the larger financial goals of the company, positioning these groups to have true business value. Set measurable goals. When many of these DEI groups were launched, in the early days of the pandemic, people were clamoring for ways to connect with each other. These groups created greater belonging in the workplace, but it’s not enough to make people feel better. For diversity committees and ERGs to maintain executive support, their members must take action. Diversity groups need to shift their focus to include business as well as social objectives. Without measurable, business-oriented goals, many ERGs and diversity committees became no more than book clubs or social gatherings. Others had vague objectives or took on too many initiatives, which diluted any impact on company culture. In one recent study, only […]
K&X Design and Investment Technology, LLC
Invest The Invisible Impact
K&X Design and Investment Technology, LLC
Invest The Invisible Impact
