How Colleague Resource Groups Can Create More Inclusive Company Cultures

Rentokil Terminix fosters an inclusive culture through Colleague Resource Groups that support women’s growth, visibility, and leadership. Tosh shares how these groups strengthen careers, build community, and create workplaces where everyone can thrive.

Rentokil Terminix provides homes and businesses with expert pest control, hygiene, and prevention services. Beyond setting out to keep people safe and spaces healthy, however, Rentokil Terminix is on a mission to make its workplace an inclusive and inspiring one. After all, the company understands that diverse perspectives provide key insights into selling to varied communities and provide numerous avenues for business growth and improved customer satisfaction. 

LaTosha Ash (Tosh), the Customer Journey Manager at Rentokil Terminix, has seen firsthand how the company is a particularly supportive place for women.

“It not only recognizes the value that women bring, but it also actively invests in our growth and visibility,” she tells Fairygodboss. “Through Colleague Resource Groups (CRGs) like the Women Colleague Resource Group, mentorship opportunities, and leadership development, we create spaces where women’s voices are heard, careers are nurtured, and colleagues feel empowered to lead. The culture here isn’t just about representation; it’s about building real pathways for all colleagues to thrive.”

The CRGs represent the various cultures, ethnicities, backgrounds, interests, and orientations at Rentokil Terminix. These groups promote awareness of diverse perspectives and cooperation across the company, allowing employees to assume responsibilities beyond their own jobs and develop important leadership skills, valuable experiences, and personal connections. The Women Colleague Resource Group, in particular, strives to support women in overcoming obstacles, maximizing their potential, and increasing their spheres of influence within the organization and the communities in which they work and live.

Here, we caught up with Tosh to learn more about how Rentokil Terminix’s CRGs operate and tips that other companies can take away from their efforts to create a culture of inclusivity.

How often do Colleague Resource Groups (CRGs) meet, and how structured are the meetings? 

CRGs serve as collaborative communities that connect colleagues across functions and geographies. Our Women CRG meets monthly in a structured format, usually anchored by a professional development theme, guest speaker, or panel discussion. We also create space for open dialogue, so members can share experiences and ideas in real time.

What do the goal-setting and measurement processes look like for CRGs?

When it comes to setting goals, we align our objectives with broader company priorities—things like colleague engagement, leadership development, and supporting recruitment and retention. We measure success through participation rates, colleague feedback, and tangible outcomes, such as the number of mentorship matches, development sessions, or cross-functional initiatives we launch.

CRGs don’t work in a vacuum. We regularly collaborate with HR, the Customer Experience Office, Marketing, and senior leaders to make sure that our efforts tie into the company’s strategic goals. That cross-functional collaboration is what makes CRGs powerful—they create both community and impact.

How is Rentokil Terminix’s Women CRG reflective of the overall culture?

Our Women CRG reflects the overall culture of the company by demonstrating that inclusion, growth, and collaboration aren’t just values on paper; they’re lived out in real spaces.

The group creates opportunities for women to connect, learn, and lead while also inviting allies into the conversation. Just like our broader culture, the CRG is forward-looking and solutions-driven. We focus on developing talent, amplifying diverse voices, and breaking down barriers so everyone feels supported to thrive. It’s a snapshot of the company’s commitment to creating a workplace where every colleague has a voice.

What are your top tips for how companies can make the workplace better and more inclusive for everyone?

1. Listen intentionally. Create structured opportunities for colleagues to share feedback, stories, and ideas—and then act on what you hear.
2. Invest in development. Provide mentorship, training, and growth programs that open doors for underrepresented groups and empower all colleagues to advance.
3. Celebrate Inclusion and Belonging. Recognize different cultures, backgrounds, and perspectives through CRGs, events, and storytelling. Make inclusion visible.
4. Hold leaders accountable. Inclusion starts at the top. Make sure leaders set the tone, model inclusive behaviors, and tie equity to business goals.
5. Collaborate across functions. Encourage CRGs, HR, operations, and business leaders to partner, so inclusion isn’t siloed but instead becomes part of how the whole company operates.