The Difference Between Performative & Transformative ERGs
The words diversity, equity and inclusion are losing power because organizations and companies list them in their values and as goals, but rarely do these same organizations and companies take the action required to get to the heart of solving DEI-related issues. We keep adding words to the acronym in hopes it will help people reimagine, recenter, and recreate diversity initiatives that include belonging, that center justice.
Employee resource groups (ERGs) can be undermined in the same way.. Despite civil rights laws requiring them to do so, organizations were slow to adopt policies and procedures and comply with the new mandates. . ERGs came out of this time and began as a way to both organize employees and hold an organization accountable to equity and inclusion. Today, ERGs have the opportunity to play key roles in building more equity and inclusion within an organization, but all too often these groups are overtaxed, under-resourced, and used as a recruitment tool instead of a true instrument for change. These ERGs are ERGs in name only, often despite their best efforts. If all an organization allows its ERGs to do (whether through lack of time, lack of funds, or policy)is get together to celebrate a heritage month, that group is most likely more performative than transformative.
If your organization has a working group that puts out a newsletter and hosts an event that is focused on historically marginalized identities, that can be great–but that’s only one aspect of DEI. Transformative ERGs get at the root. They talk about how heritage months were created to help center those who are continually sidelined, ignored, and even treated in an inequitable way. On Equal Pay Day, we talk about how women are paid less than men. Raising awareness is necessary–especially with the added context of the way race impacts women’s pay differently. What would be transformative, though, would be if organizations–instead of just raising awareness–took a deep dive into their employee pay information to see where inequities within the organization are happening and created plans to address the roots of inequities within their organization. And then follow through with their plans and report back to the ERGs (see the Black Women Thriving Report from 2022 for some excellent, concrete ways organizations can do this).
To move from performative to transformative as an ERG requires the group to be multifaceted, well-supported, and engaged–with an open line of communication with organizational leadership. An ERG is transformative when its members are engaged in creating an affinity space for people who share a common identity, building the professional development needed for people to be successful at their jobs, and advocating for shifts and changes that they know will both support that particular identity group and also will likely benefit everyone within the organization.
I want to support you in building a group that is able to balance and hold these multiple roles. I’ve created the Transformative ERG Toolkit to help you move from performative to transformative in the work you do within your organization.
