Employee resource groups – GFoundry https://gfoundry.com The most advanced engagement & gamification platform Sun, 04 Oct 2026 04:20:53 +0000 en-GB hourly 1 https://wordpress.org/?v=7.1.2 Diversity and inclusion: from strategy to practice https://gfoundry.com/diversity-and-inclusion-how-gfoundry-can-help-on-promoting-and-manage-diversity-and-inclusion-in-your-company/ Mon, 27 Feb 2023 14:52:08 +0000 https://gfoundry.com/?p=21018 Connect diversity and inclusion with learning, listening and Communities. Explore GFoundry’s support for mentoring and initiative follow-up.

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Diversity and inclusion: from intention to practice

Diversity concerns differences in experience and context; inclusion requires conditions to participate, be heard and access opportunities. A tool does not guarantee equity. Strategy combines leadership decisions, clear processes and follow-up, as described by CIPD.

Communities and ERGs

Employee resource groups can organise sharing and initiatives. GFoundry Communities, news and content support this work. Participation should be voluntary; group membership does not establish someone’s background, orientation or health status.

User interface of a community platform featuring a section for single parents at a coffee bar.
Group of diverse professionals engaged in a meeting, with laptops and a smartphone on the table.

Five resources to deliver the strategy

Choose a specific barrier, an owner and an indicator rather than only count events.

1. Indicators with context

Track participation, access to learning and changes in available responses. Define sources, periods and groups. Do not promise a native promotion dashboard by sensitive attribute or attribute causality to the platform.

2. Custom surveys

Use Forms & Surveys/Insights for questions about belonging and barriers. Pulse measures nine climate dimensions rather than a freely customisable diversity survey. Protect small groups and explain access to results.

3. Development and mentoring

Create opportunities and transparent criteria. Talent Insights in Premium adds individual context; the platform suggests pairs automatically for HR review and approval. A suggestion does not ensure fair matching without checking criteria.

4. Learning and collaboration

Publish approved inclusive-leadership resources and invite ideas. Role-Play Coach can support voice or written conversation practice with reviewed scenarios and criteria.

5. Specialist support

Agree training, facilitation and evaluation with qualified professionals. These services depend on the agreed scope and are not automatically included consulting.

Five outcomes to follow without automatic promises

Review changes over time and investigate causes; participation alone does not demonstrate inclusion.

  • Experience and retention: listen to improvements and remaining barriers to staying.
  • Innovation: follow idea quality and access to participation, not just volume.
  • Reputation: compare published commitments with observable practice.
  • Customer understanding: involve relevant perspectives without stereotyping groups.
  • Processes and obligations: review decisions and evidence with responsible professionals; software does not guarantee legal compliance.

Further reading

Compare plans

Survey scale from 0 to 10 asking about comfort in discussing background without judgment.

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