This is the “paper”--or more likely the digital side–of an internal audit. The next step is typically getting to know peoples’ real lived experiences of working at the organization.

Holistic DEI (Diversity, Equity, and Inclusion) takes into account the interconnectedness of the many different dimensions of diversity, equity, and inclusion.

What do Spaciousness and DEI have to do with each other?

I don't have any magic wand that helps me say the perfect thing or will necessarily soothe even my heart, much less anyone else's. But I can do my best to remind us how important it is to be human right now.

Go solo has a short interview about Erin-Kate Escobar Consulting

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.

Employee Resource Groups (ERGs) can become bogged down with way too much responsibility or become merely a group in name with little to do with creating any shifts and changes in their organization. I want to help you change that…

Build an ERG that has access to power, meaningful relationships, and is able to influence and be a part of changing organizational culture towards greater inclusion.

Questions you can ask your organization about when they are ready to start an employee resource groups.

ERGs that are situated with access to top leaders, funds to support their development, and experience mutual respect with their company have the ability to transform and truly build a more inclusive work culture.

Starting an Employee Resource groups starts with building relationships. You’ll need co leaders, members, and sponsors. Learn more about the art of asking for someone to get involved.

Effective and transformational ERGs strike a balance between these three foundational components…