Global Crises, Local Support

Hello Trailblazers & Changemakers,

If the past few years have taught us anything, it’s that the world doesn’t stop when we clock in to work. Wars, natural disasters, humanitarian emergencies… all of these global crises often touch our teams in deeply personal ways.

Maybe an employee is worried about family in a conflict zone. Maybe someone is grieving after a climate disaster back home. Maybe a colleague is navigating the stress of displacement or supporting loved ones from afar.

When this happens, silence from the workplace can sting. But the wrong response (think: generic statements, performative posts, or rushed, impersonal messages) can hurt, too.

Let’s explore how to approach supporting employees in the midst of global crisis.

When global events hit close to home

If employees are encouraged to bring their “whole selves” to work, then surely that includes the parts of them that are affected by global events. Crises abroad often show up in your workplace in the form of grief, distraction, and stress. And the company’s response is critical in these moments.

Remember, silence isolates. Employees who don’t see acknowledgment may feel unseen or unsupported.

And missteps matter. Messages without cultural nuance risk coming across as tokenizing or even harmful.

So, how can we ensure that companies are striking the right balance? That’s where ERGs come in.

The ERG opportunity: support that resonates

Instead of leaving employees to process alone, ERGs can lead the way in creating meaningful support. Here’s how:

• Ensuring company preparation: ERGs can play a crucial role in preparing companies to respond in times of crisis. You might consider creating a rapid response playbook —  a framework for how ERGs + HR will mobilize when a crisis hits. Try to anticipate what affected groups might need: PTO, donation matching, or adjusted workloads where needed.

• Crafting key messaging: ERGs can help company leaders craft statements that are accurate, sensitive, and authentic. It might be worth drafting guidelines for communications around sensitive topics.

• Creating safe spaces: Host listening sessions or circles where employees can process emotions together. No need to create a detailed agenda — sometimes, holding space is all we can do.

• Sharing resources: Share donation links, mental health tools, and company benefits (EAPs, flexible PTO). Host teach-ins or panels to contextualize the event for colleagues.

• Visible solidarity: Collaborate with other ERGs to acknowledge that crises ripple across multiple identities. Feature employee voices at the intersection of identity and global impact. Work with the relevant internal teams to amplify support both internally and publicly.

ERGs aren’t just about celebrating identity. They’re about sustaining community, especially when the world feels heavy.

If your ERG has led a response to a global crisis, I’d love to hear about it. Reply to this email and share your story.

Onward and upward,

Dumebi

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.