Employee resource groups (ERGs) are groups of employees who join together in their workplace based on shared characteristics or life experiences. ERGs are voluntary, employee-led groups that aim to foster a diverse, inclusive workplace. Some common goals and responsibilities of ERGs include:
Supporting Employees
One of the main goals of ERGs is to provide support, community, and professional development for members. ERGs give employees the opportunity to connect with coworkers who share similar backgrounds and experiences. This sense of community can help increase employee satisfaction, engagement, and retention.
ERGs may provide mentorship, leadership opportunities, education and training, networking events, and more. By bringing together employees with shared identities or values, ERGs help ensure that all employee voices and perspectives are heard within an organization.
Promoting Diversity, Equity and Inclusion
ERGs play an important role in an organization’s diversity, equity and inclusion (DEI) efforts. By raising awareness of issues affecting underrepresented groups, ERGs help organizations create more inclusive and equitable workplaces.
ERGs may advise company leadership on DEI issues and provide insights on recruiting, retaining, and engaging diverse talent. Some groups focus on representing particular cultural, racial, or gender identities, while others unite employees with common interests or values, such as working parents.
Business Resource Groups
In addition to supporting employees, some ERGs also have a business focus. These “business resource groups” or BRGs aim to foster career development and address business needs related to the ERG’s focus area.
For example, an ERG for Hispanic/Latinx employees might provide insights on reaching Hispanic/Latinx customers. A Black ERG could recommend strategies for recruiting and retaining Black talent. Groups for women engineers or LGBTQ employees also provide valuable perspectives.
Common Types of ERGs
While each employee resource group is unique, some common identities and experiences around which groups organize include:
- Race/ethnicity (Black, Latinx, Asian, etc.)
- LGBTQ identities
- Women’s groups
- Working parents/caregivers
- Employees with disabilities
- Veterans
- Multicultural groups
- Multigenerational groups (Millennials, Gen Z, etc.)
Other affinity groups form around hobbies, faiths, education levels, or health conditions like cancer and mental illness. The options are endless.
Organizational Structure
While each ERG structures itself differently, most groups have an executive board or leadership committee made up of member volunteers. Common ERG leadership roles include:
- President
- Vice President
- Communications Chair
- Event Coordinator
- Treasurer
ERG leaders are responsible for organizing activities and events, communicating with members, managing budgets, and serving as liaisons between the ERG and company leadership.
Most groups have a dedicated executive sponsor from the company’s senior leadership team. The executive sponsor provides guidance, helps secure resources, connects the ERG to key stakeholders, and keeps leadership apprised of ERG initiatives.
Member Engagement
ERGs aim to engage and involve their members in group activities and decision-making. Some best practices for member engagement include:
- Hosting regular meetings and events, both in-person and remote
- Leveraging digital tools like email, messaging apps, and collaboration platforms to communicate
- Conducting member surveys to identify needs and interests
- Providing leadership and volunteer opportunities
- Recognizing member achievements
- Collaborating across ERGs on intersectional initiatives
By actively engaging their members, ERGs create vibrant hubs for connection, development, and advocacy within the workplace.
Common ERG Activities and Events
ERGs organize a wide variety of activities tailored to their members’ interests. Some examples include:
- Networking events: mixers, meetups, speaker events, conferences
- Mentorship programs: group mentorship, speed networking, mentor circles
- Development workshops: skills training, professional development courses
- Community outreach: volunteering, fundraising drives
- Educational panels: topic discussions with internal or external experts
- Celebratory events: cultural heritage month celebrations, pride events
- Recreational activities: affinity group outings, talent shows, cooking classes
ERGs may also collaborate on diversity and inclusion initiatives like bias training, policy reviews, and recruiting events.
Benefits of Employee Resource Groups
Research shows that companies stand to gain a lot from investing in ERGs. Potential benefits include:
- Increased employee satisfaction, engagement, and retention
- Enhanced employer brand and talent acquisition
- New insights and ideas that drive innovation
- Deeper understanding of diverse customers and markets
- Stronger diversity, equity, and inclusion
- Greater employee advocacy and leadership development
While ERGs require resource commitment from organizations, the payoff in terms of recruitment, innovation, and productivity make them a worthwhile investment.
Best Practices for Starting an ERG
Launching a successful ERG takes careful planning and commitment. Some best practices include:
- Getting executive leadership buy-in and support
- Identifying an executive sponsor from senior leadership
- Conducting employee surveys to gauge interest and needs
- Developing a clear mission statement and goals
- Creating leadership roles and holding elections
- Establishing processes for funding, meetings, events, etc.
- Leveraging existing ERGs for mentoring and best practices
- Rolling out communications to generate awareness and membership
- Planning a calendar of activities and events based on member feedback
Laying a solid operational foundation empowers ERGs to better support their members and contribute to the organization long-term.
Challenges Facing ERGs
While increasingly common in the workplace, ERGs still face a number of challenges. Some issues may include:
- Lack of resources and executive support – Without proper funding and leadership buy-in, ERGs struggle to be effective.
- Tokenism – Some companies create ERGs just to check a box without empowering real change.
- Unclear goals – ERGs without clear objectives and metrics have difficulty demonstrating ROI.
- Leadership burnout – Relying solely on passionate volunteers can lead to leader fatigue.
- Siloed efforts – Coordination struggles may exist between different ERG chapters or groups.
- Difficulty tracking impact – Quantifying the benefits of ERGs remains a challenge for many.
Organizations must provide ongoing support, resources, and guidance for ERGs to maximize their effectiveness.
The Future of Employee Resource Groups
As companies strive to create diverse and inclusive workplaces, ERGs continue to grow and evolve. Some emerging ERG trends include:
- Tighter alignment to business goals
- Intersectional groups that break down silos
- Exploring virtual and hybrid engagement models
- Partnering more closely with DEI and talent teams
- Extending ERG opportunities to non-employees like contractors
- Tapping into ERG insights to enhance products and services
ERGs are powerful catalysts for employee advocacy, engagement, and organizational change. With ongoing commitment and innovation, companies can leverage ERGs strategically to foster diversity while driving business results.
ERG Focus Area | Potential Activities | Business Impact |
---|---|---|
Women | Mentorship circles, leadership workshops, work-life balance discussions | Attract and retain female talent, bring gender diversity to products/services |
LGBTQ | Pride month events, policy reviews, ally training, networking | Cultivate LGBTQ-inclusive culture, insights on LGBTQ market |
Black Employees | Heritage month events, recruiting efforts, anti-bias training | Increase Black representation, insights on reaching Black customers |
Hispanic/Latinx | Cultural celebrations, mentorship, Spanish language resources | Better serve Hispanic/Latinx community, attract bilingual talent |
Conclusion
Employee resource groups empower diverse employees by fostering community, enhancing career development, advocating for inclusion, and driving business results. By providing funding, executive support, and an inclusive culture, companies can strategically partner with ERGs to recruit and engage top talent while benefiting business goals. ERGs will continue gaining momentum across global workplaces as organizations prioritize diversity, equity and belonging.