Rethinking Inclusion

Hello Trailblazers & Changemakers,

It’s your friendly neighborhood co-founder and CMO here to remind you that the midpoint of the year is the perfect time to reframe your thinking.

Let me explain what I mean.

On paper, your ERG might be “open to all.” But you and I know that inclusion is about more than just access. It’s about lived experience. 

So ask yourself:
Who actually feels seen, heard, and connected?
Who participates actively, and who’s sitting quietly on the sidelines?

If we’re not asking these questions regularly, we risk building communities that unintentionally replicate the very exclusion we’re trying to dismantle.

Visibility ≠ Inclusion

So you’re hosting regular events. Sending newsletters. Updating Slack channels. Great! But that’s not the same as making people feel included.

Too often, we mistake presence for participation and awareness for belonging. That’s why it’s important to spot the signs of exclusion—even in the most well-meaning groups.

Here are a few ways ERGs can fall short:

• Single-identity programming: A women’s ERG that centers white, corporate women. A Pride ERG that doesn’t reflect the trans or BIPOC experience.

• Dominant voices on repeat: The same few folks doing all the talking, while others never get the mic.

• Structural barriers: Events scheduled during school pickup. No captioning on live sessions. Group chats that rely on cultural shorthand or assume fluency in English.

Sound familiar? If so, it might be time to rethink your approach.

Inclusion means designing with difference in mind—not assuming one-size-fits-all.

Who’s Missing, and Why?

You might have strong turnout. You might be the most diligent attendance tracker in the company. But metrics alone don’t tell the full story.

If we want to maximize inclusion, we need to focus just as much—if not more—on who’s not in the room.

Ask yourself and your leadership team:

• Who’s most visible in our ERG, and who rarely shows up?

• Are new hires, international employees, caregivers, hourly workers, and remote folks included?

• What cultural, logistical, or unspoken barriers might exist that we haven’t acknowledged?

Here’s the thing: a lack of engagement doesn’t necessarily mean a lack of interest. Often, it’s a lack of connection. A lack of reflection. A lack of belonging.

Designing for Belonging at the Intersections

If you want your ERG to grow stronger, more inclusive, and more impactful, don’t just broaden your reach—deepen it. Go beyond surface-level diversity and into intersectional belonging.

Here’s how to start:

• 🤝 Cross-ERG collaboration: Host events that explore overlapping identities—think LGBTQ+ caregivers, Latinx veterans, neurodiverse Black employees. When we show up for each other, we all win.

• 🎤 Spotlight intersectional stories: Identify members who live at the intersections and amplify their stories. Feature them in newsletters, events, onboarding materials, or internal campaigns.

• ⏰ Flexible participation models: Recognize that inclusion means access. Record your events. Vary meeting times. Create async ways for people to engage, whether through Slack threads or surveys.

• 📣 Ask better questions: Use pulse surveys, listening sessions, and open-ended feedback forms to understand what topics, formats, and language actually resonate with your community.

When you design for the margins, everyone benefits.

The employees at your company are multifaceted, multidimensional humans. So why would the communities built to serve them be one-size-fits-all?

Inclusion isn’t a checkbox. It’s a continuous, evolving practice. One that requires curiosity, humility, and an unwavering commitment to doing better.

Let’s widen the circle—together. The more intentional we are, the more vibrant, impactful, and truly representative our ERGs become.

We’re here to help you every step of the way.

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.