Doing L&D Inclusively

Hello Trailblazers & Changemakers,

I’ve got a question for you:

Who gets to grow in your workplace?

Are learning & development (L&D) initiatives really helping everybody learn and develop, or are they only catering to a select few?

I’ve noticed that everyone talks about growth, but not everyone gets a fair shot at it. From stretch assignments to leadership development programs, access to L&D opportunities often favors the loudest voices, the most visible employees, or those already in positions of power.

But to build a truly equitable culture, we have to ask the tough questions: Who gets left out, and what can we do about it?

Spotting the Gaps in Access

As an ERG leader and a champion of DEI in your workplace, you’re in a position to identify and call out the gaps in L&D access. 

Even well-meaning L&D programs can leave people behind. Some questions to reflect on:

• Are high-potential programs disproportionately white, male, or leadership-heavy?

• Do frontline employees get the same mentorship access as corporate teams?

• Who’s encouraged to take stretch roles or pursue certifications, and who’s overlooked?

Asking these and other questions is only the first step in creating meaningful change, but it’s a critically important one. And remember, while quantitative data can reveal patterns, qualitative input matters too. Use ERG feedback, pulse surveys, or skip-level conversations to understand what feels inaccessible, even if it’s “technically” available to all.

Centering Marginalized Voices in L&D

ERGs can be powerful partners in reimagining L&D initiatives and employee growth paths. Here are a few ideas:

• Host skill-building sessions led by or for underrepresented groups. Think “Black Women in Tech,” “Latinx Leadership Roundtables,” or “Neurodivergent Productivity Tools.” Centering diverse employees helps ensure that nobody gets left behind.

• Partner with L&D to co-create inclusive programming, from onboarding to manager training. These institutional programs are perhaps even more important than supplemental programming, as they impact the day-to-day experiences of underrepresented employees.

• Invite external speakers from overlooked identities to share career journeys and advice. Their insights can help everyone (not just those who identify similarly), but this kind of representation is key to get underrepresented employees more involved.

• Use internal storytelling to highlight growth pathways beyond the traditional climb. Not everyone’s journey will be the same, and simple newsletter highlights or Slack channel features can shed light on nontraditional paths.

When you center historically excluded voices, you help everyone expand their perspective on what leadership can look like.

Building Alternative Paths to Advancement

Traditional L&D programs often cater to a narrow definition of success — favoring extroverted, visible employees with linear career paths. But not everyone thrives in loud rooms or leadership simulations. This is why it’s important to create space for quiet excellence and different kinds of influence.

Alternative L&D initiatives flip that script by creating space for different learning styles, career goals, and lived experiences. This could look like peer mentoring pairs or circles, self-paced learning tracks, more individualized goal setting, or rethinking performance reviews to include culture-building, inclusion efforts, and peer support. These approaches both build skills and foster inclusion, psychological safety, and belonging across the organization.

The future of L&D is inclusive by design, not just by invitation. When we design for those typically left out, we end up building a better experience for everyone.

How can your ERG help shape that future?

Onward and upward,

Dumebi

Upcoming Events

This week, we’re bringing the expertise directly to you. Join us for Chezie Connection Week—five days of practical insights and strategies to take your ERGs and employee communities into 2026 and beyond.

Here’s the lineup (all sessions 12–1 PM ET):

• Monday, Oct 6 – The Current State of Workplace Belonging
  Led by Jes Osrow, Co-Founder of The Rise Journey
  Fresh data from the State of ERGs Report on what’s working, what’s not, and what’s next.

• Tuesday, Oct 7 – Advocating for Reproductive & Maternal Health in the Workplace
  Led by the team from Reproductive & Maternal Health Compass
  Strategies for building policies and support systems that meet employees’ real needs.

• Wednesday, Oct 8 – Designing Purposeful ERG Events That Drive Impact
  Led by Dumebi Egbuna, Co-Founder & CMO of Chezie
  Go beyond one-off celebrations to programs that create measurable outcomes.

• Thursday, Oct 9 – Future-Ready: Preparing Your 2026 Community Leaders
  Panel with Katie Kleis (ServiceNow), Wambui Gatheru (Attentive), Christo Abraham (Vital Farms), and Irelynne Estevez-Waller (Walker & Dunlop)
  Equip the next generation of leaders with the skills and tools to succeed.

• Friday, Oct 10 – 2026 Annual Planning for ERGs
  Led by Sharitta Marshall, Founder & CEO of Visionary Development Consulting
  Turn goals into action with roadmaps and metrics that stick.

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offer a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.