Sara Maxey

As a former ERG leader (who would still be an ERG leader if she hadn't been laid off), this article is really interesting to me. 1. Yes, ERGs are definitely tapped by company leadership for communications guidance, at least in my experience. Considering I was leading Cisco's disability/neurodivergent ERG and I'm in comms, I was often a go-to person regarding inclusive language, especially around disability and neurodivergence. 2. In 2022 46% of organizations were paying their ERG leaders, up from 6% in 2020. 👀 I knew there were companies that paid their ERG leaders, but I didn't realize almost half of organizations were now compensating them either through additional pay or RSUs, ESPP, etc. Considering the fact that ERG leaders disproportionately tend to be women or those from marginalized communities—not to mention how much time is actually spent on ERG leadership activities—it's nice to see that more companies are beginning to at least compensate for time. Leading an ERG could also easily be a full-time job in some cases. 3. ERGs are incredibly valuable resources for employees AND for company leadership. The value of ERGs for employees cannot be understated, in that they not only provide a sense of community and belonging, but are also a way for company leadership to gain insight into things that are going well and pain points for different employee groups. In an ideal world, it's a two-way relationship with the ERG leaders being the conduits of communication, with the ultimate goal being a better environment for the community while still meeting overall company goals.

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Fellow Chicago communicators! I'll be speaking at the upcoming ALI Conferences later this month. If you haven't already secured your spot, make sure to do so. You won't want to miss it 💡 My panel will be focused on #changemanagement and fostering adoption with your internal audience. They say change is the only constant in life.... so join us for examples and tips on how to adapt quickly to changing circumstances, build trust, belief and excitement with your employees, and how to plan for the unexpected. ⚡ #ALIcomms #internalcommunications #digitalcommunications #corporateculture #corporatecommunications

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Dig deeper into the single source of talent development information. #ATD24 #talentdevelopment #learninganddevelopment

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Mastering the fundamentals in talent acquisition is key. In an insightful conversation with Terri Lawless of Stop & Shop, we dive into the essence of effective TA. Terri highlights the importance of sticking to basics, despite the allure of new technologies and changing landscapes. She shares her strategy for managing requisitions, understanding candidate pools and ensuring a stellar candidate experience. Listen to the full episode, linked in the comments below. #Talent #Recruiters #Recruiting #HRTech

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Our workplaces could be safer for LBQ+ #women, as well as #trans people. In this HR magazine article, Ken Janssens highlights: “It’s all very well telling employees that you’re an #LGBTQ+ inclusive workplace, but in order to walk the talk, it must be underpinned by a suite of robust #HR policies and practices.” But how does one do that? A few ideas: 1️⃣ Educate and Train: implement comprehensive training programs to educate all employees on LBQ+ and trans issues, including (but not limited to!) #UnconsciousBias training and cultural competency workshops. There, start with #intersectionality, recognizing that LGBTQ+ identities intersect with others like race, ethnicity, and ability. 2️⃣ Policy Revision: regularly review HR policies to ensure they explicitly protect against discrimination based on sexual orientation and gender identity. Check whether your parental leave and dress code are inclusive of LGBTQ+ experiences. Make necessary revisions to ensure language is not only inclusive, but affirming. Consider offering gender-neutral restrooms and implementing a chosen name policy. Normalise sharing pronouns as people introduce themselves (but never make that mandatory). 3️⃣ Benefits and Support Systems: consider providing inclusive benefits such as expansive family-forming support, as well as healthcare coverage for gender-affirming procedures. Consider #MentalHealth support tailored to the unique needs of LBQ+ and trans individuals. 4️⃣ Employee Resource Groups (ERGs): foster ERGs or affinity groups for LBQ+ and trans employees, providing a platform for community building, networking, and advocacy. 5️⃣ Leadership Commitment: an inclusive culture needs to be fostered from the top. Leadership should demonstrate visible support for LBQ+ and trans employees, actively engaging in initiatives and addressing concerns promptly. 6️⃣ Visible LGBTQ+ Leadership: it's even easier to shape an inclusive culture from the top when you have fair representation there. Ensure there are supportive LGBTQ+ among senior staff and, if there isn't, actively interrogate yourself what's keeping them from ascending. 7️⃣ Celebrate Pride Month and Beyond: organise events and initiatives that celebrate LGBTQ+ identities throughout the year, not just once a year. What other ideas would you add here?

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