The Connection Collective | Breaking the US-Centric Mold: How ERGs Can Serve a Global Audience

Hello Trailblazers & Changemakers,

In a world where teams span continents and cultures, building inclusive ERG is no longer optional. Yet, many ERG programs still default to a US-centric approach, unintentionally sidelining employees in other regions.

This is a missed opportunity for engagement; and a missed opportunity for innovation, connection, and impact. Global employees bring perspectives that enrich ERGs and, by extension, the organizations they serve. But to unlock this potential, ERGs must evolve to meet the needs of a global workforce.

How do we ensure that every voice is heard, no matter where in the world it’s coming from? That’s the question to be tackled. The answer? Representation, flexibility, cultural intelligence, and data-driven strategies.

Let’s dive into how ERGs can rise to the challenge and make a global impact

Representation: Building Local Connections for Global Impact

At the heart of any ERG is representation—the idea that employees feel seen and heard by people who understand their lived experiences. This principle becomes even more critical in a global context. Employees in different regions often face unique challenges shaped by local culture, government policies, and workplace norms.

Creating regional chapters, led by local employees, is a vital first step. These leaders can serve as cultural ambassadors, bridging the gap between a global ERG vision and the on-the-ground realities of their region. However, simply designating leaders isn’t enough. Organizations must empower them with resources, decision-making authority, and platforms to advocate for their needs.

It’s not about checking a box; it’s about creating space for every voice to contribute to the mission of the ERG. When local leaders are empowered, they not only strengthen their regions but also enrich the global community with diverse perspectives.

The Time Zone Challenge: Reimagining Engagement Across Borders

Scheduling ERG events across time zones is one of the most practical yet complex barriers to inclusivity. A meeting held at 3 PM in New York may exclude employees in Tokyo, while a morning workshop in Sydney may be impossible for colleagues in London.

To address this, ERG leaders must adopt flexible strategies. While rotating meeting times can help, it’s also essential to embrace asynchronous engagement. Recording events, offering discussion boards, or hosting follow-up Q&A sessions can make employees feel included, even if they can’t attend live.

Cultural Intelligence: Embracing Nuance in Global Conversations

Cultural references, humor, and traditions often vary widely between regions. What feels inclusive and engaging in one country might feel alienating—or even offensive—in another. For example, In the U.S., sarcasm is a popular form of humor and is often used in everyday conversation. However, in cultures like Japan, sarcasm can be perceived as rude or confusing, as the communication style tends to be more direct and polite

For ERG programs to thrive globally, cultural intelligence must be at the forefront. This means avoiding US-centric language and assumptions, but it also means creating opportunities for employees to share their own cultures. Open dialogue is key: ERGs can become safe spaces for employees to discuss cultural differences, learn from one another, and celebrate the richness of global diversity.

A truly global ERG program doesn’t just accommodate differences—it amplifies them. It positions cultural diversity as a strength and ensures that every employee feels their unique perspective adds value.

Actionable Strategies to Elevate Global ERGs

Here are a few practical ways to implement global inclusivity into your ERG programs:

• Leverage Technology: Use platforms like Slack or Microsoft Teams to create regional subgroups within your ERG.

• Celebrate Local Events: Highlight cultural holidays, achievements, and traditions specific to each region.

• Budget for Regional Needs: Allocate resources for local chapters to organize events that resonate with their communities.

• Global Leadership Spotlights: Regularly feature regional ERG leaders in newsletters or town halls to amplify their voices.

• Language Accessibility: Provide subtitles or translations for key ERG materials and events to include non-native English speakers.

Small adjustments can create a more inclusive and engaging experience for your global workforce.

Localized Leadership: A Global Commitment from the Top

Executive sponsorship is critical to ERG success, but it’s often overlooked in global contexts. Many organizations rely on a single executive sponsor, often based in their headquarters, to champion ERG initiatives. While well-intentioned, this approach can unintentionally perpetuate a US-centric bias.

To create a truly global ERG, leadership representation must also be global. Encouraging leaders from diverse regions to serve as sponsors ensures that your ERG reflects the values of inclusion it seeks to promote. These leaders can bring unique perspectives, advocate for localized initiatives, and signal the importance of global representation across the organization.

When leadership is truly reflective of the organization’s global makeup, it sends a powerful message to employees: inclusion isn’t just a goal; it’s a core value.

Onward and upward,

Dumebi

Upcoming at Chezie

Join us for a webinar designed to help you create SMART goals for your Employee Resource Groups (ERGs) and track them seamlessly. In this session, we’ll walk you through the process of setting clear, measurable objectives tailored to your ERGs, and we’ll showcase how Chezie’s platform simplifies tracking, reporting, and execution. What You’ll Learn: - How to create SMART goals that align with organizational priorities. - Practical strategies to enhance ERG engagement and impact. - A live demo of Chezie’s tools to turn your goals into results.

✨ More on this in next week's newsletter! In the meantime, make sure to register for this event and get ready to level up your ERG strategy.

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offers 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.