Redesigning Recognition

Hello Trailblazers & Changemakers,

Let’s talk about what it means to be seen.

I don’t mean that in the “squeaky wheels,” “loudest one in the meeting” type of way. I mean the real, felt, "your contributions matter here” kind of way.

Because the truth is: the way we recognize people at work says a lot about what we value. And in many organizations, what gets rewarded tends to reinforce who’s already in the spotlight, which inevitably leaves invisible labor, behind-the-scenes support, and emotional leadership out of the picture. (ERG leaders, does that sound familiar?)

So it’s time to ask the real questions: Who’s getting credit, and who’s consistently left out?

Rethinking What We Recognize

It’s easy to oversimplify recognition to gold stars and kudos emails, without acknowledging the fact that it’s a reflection of company culture. But if we only celebrate performance metrics or high-visibility wins, we risk ignoring the people doing the heavy lifting in ways that aren’t always quantifiable: the ERG leaders, the cultural stewards, the peer mentors… in other words, the ones keeping morale afloat.

As an ERG leader or inclusion advocate, you’re uniquely positioned to spot these gaps. You can ask:

• Are people getting rewarded for culture-building work, or just for closing deals?

• Do performance reviews include impact beyond individual outputs and traditional productivity metrics?

• Who gets nominated for awards or promotions, and what’s the pattern?

This kind of reflection is critical to ensuring your recognition systems reflect your values, not just your outputs. It’s the first step in making sure that those doing critically important work, even behind the scenes, get the acknowledgment they deserve.

Reclaiming Recognition as a Tool for Equity

The good news is that you can help shift this culture — one spotlight at a time. Here are a few ideas to try:

Partner with HR to include ERG reps in award nominations or recognition committees.

Most recognition programs are built and run by HR and senior leadership, but they don’t always reflect the full scope of contributions happening across the organization. By inviting ERG leaders or members to participate in award nomination processes or serve on recognition committees, companies can expand the definition of impact to include emotional labor, community-building, allyship, and behind-the-scenes contributions.

ERG reps can help surface overlooked talent who may not be the most visible, but are deeply influential in building culture and inclusion. This diversifies who gets rewarded and strengthens the legitimacy of your recognition systems in the eyes of historically excluded groups.

Launching a “culture add spotlight” in your ERG newsletter.

Recognition doesn’t always need a trophy or a bonus. A consistent, visible spotlight series in your ERG’s newsletter (or Slack channel, intranet, etc.) can go a long way.

Each month or quarter, highlight one or two individuals who exemplify the kind of inclusive, collaborative, or values-aligned behavior your ERG stands for, especially if they aren’t the ones usually in the spotlight. This could include someone who mentors new employees, organizes mental health check-ins, or quietly advocates for accessibility improvements.

Over time, this not only uplifts under-the-radar contributors, it also reshapes internal norms around what “great” looks like at your company.

Encouraging anonymous peer recognition to reduce bias.

Peer recognition programs are only as effective as they are equitable. Unfortunately, even informal systems (like shoutouts in team meetings or Slack channels) can mirror the same visibility bias we see in performance reviews, favoring the extroverted, the well-connected, or the majority group.

Anonymous recognition mechanisms (like Google Forms, survey tools, or Slack-integrated bots) allow employees to submit appreciation or kudos without the fear of judgment or the pressure of performativity. This creates psychological safety and allows quieter employees to be celebrated by their peers without needing to self-promote or "act the part."

You can even theme anonymous shoutouts around your ERG’s values or culture goals to reinforce the right kinds of behavior.

Perhaps most importantly, advocate for recognition that includes how people lead and support others, not just what they produce.

Recognition That Reflects Everyone

At its best, recognition is a lever for belonging. It helps people feel seen, valued, and motivated to keep showing up both for their roles and for each other. 

So the next time someone asks who should be recognized, ask yourself: Who made this moment possible, even if they aren’t the most visible?

Let’s build a workplace where everyone gets credit where credit is due.

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.