Diversity and Inclusion Prompts
Developing Employee Resource Groups (ERGs) to Support Diversity and Inclusion
This prompt helps HR teams design a framework for creating and supporting Employee Resource Groups (ERGs) to promote diversity and inclusion within the company. It focuses on structuring ERGs, defining goals, and encouraging participation from diverse employees.
Responsible:
HR/Recruiting
Accountable, Informed or Consulted:
HR, Operations, Leadership
THE PREP
Creating effective prompts involves tailoring them with detailed, relevant information and uploading documents that provide the best context. Prompts act as a framework to guide the response, but specificity and customization ensure the most accurate and helpful results. Use these prep tips to get the most out of this prompt:
Identify areas where employees may benefit from additional support or advocacy.
Gather input from employees about interest in and potential goals for ERGs.
Secure leadership support for resources, sponsorship, and long-term commitment.
THE PROMPT
Help create a framework for establishing Employee Resource Groups (ERGs) to support diversity and inclusion at [specific software startup]. Focus on:
Defining Group Objectives: Recommending actionable goals, such as, ‘Outline how ERGs can provide support, mentorship, and advocacy for underrepresented employees while fostering a sense of belonging.’
Structuring Membership: Suggesting inclusive approaches, like, ‘Create clear guidelines for ERG membership and leadership roles to ensure diverse representation and active engagement.’
Support from Leadership: Including strategies for advocacy, such as, ‘Develop a system for connecting ERGs with executive sponsors to provide resources and elevate group initiatives.’
Encouraging Participation: Proposing engagement methods, like, ‘Use internal communications to raise awareness about ERG benefits and events, encouraging employees to join and contribute.’
Measuring Impact: Recommending tracking methods, such as, ‘Establish metrics to assess ERG success, including participation rates, feedback surveys, and contributions to diversity goals.’
Provide a detailed plan for creating and maintaining ERGs that align with the company’s diversity and inclusion objectives. If additional details about current employee demographics or company resources are needed, ask clarifying questions to refine the framework.
Bonus Add-On Prompts
Propose strategies for ensuring ERGs are inclusive of allies and supporters, not just specific groups.
Suggest methods for promoting ERG events and initiatives to maximize company-wide impact.
Highlight techniques for aligning ERG goals with broader organizational diversity metrics.
Use AI responsibly by verifying its outputs, as it may occasionally generate inaccurate or incomplete information. Treat AI as a tool to support your decision-making, ensuring human oversight and professional judgment for critical or sensitive use cases.
SUGGESTIONS TO IMPROVE
Focus on ERGs for specific demographics, such as women in tech or LGBTQ+ employees.
Include tips for creating virtual ERGs for hybrid or remote workforces.
Propose ways to integrate ERG goals with external community engagement or partnerships.
Highlight tools like Slack or Microsoft Teams for fostering ERG communication and collaboration.
Add suggestions for documenting ERG activities and successes for internal and external reporting.
WHEN TO USE
To establish or expand diversity initiatives within the company.
During employee engagement efforts to create a more inclusive workplace culture.
When aligning diversity goals with internal support structures.
WHEN NOT TO USE
For companies without leadership buy-in or resources to support ERGs effectively.
If there is no clear understanding of employee needs or potential ERG objectives.