Balancing DEI Initiatives and ERG Expectations in Organizations A Study of Self-managed Teams and Self-determined Learning Environments

Abstract

Global movements shaping the future of workplaces and workforces are Holacracy, Lean, Teal, Semco,  Sociocracy etc. Common organizational themes are people-centricity, self-managed teams, and  democratization of organizations deeply impacting organization culture. Technology has disrupted job  roles, HR systems, and how people learn, engage, communicate and contribute. UN Sustainable  Development Goals (SDGs) define a unifying thread for countries and organizations who wish to work  smarter, leaner, ensure work parity, equal opportunity, and inclusiveness to unlock Human potential to the  fullest. Workforces today consist of millennials and upcoming generations who are very vocal about  Diversity, Equity, and Inclusion (DEI) within and outside organizations. Work practices including co-creation, collaboration, communities of practice have resulted in demonstrable change through adaptation  of self-management and adoption of self-determined (heutagogical) learning environments. This paper  explores how DEI policies and strategies coupled with ERGs (Employee Resource Groups) can be engaged  and channelized towards strategies to dynamically to chang and bridge the learning and knowledge gaps,  increase skill diversity,   resilience, and thereby improve competitive advantage