How To Set Up An Employee Resource Group
Creating space for employee support and connection is more important now than ever.
Setting up Employee Resource Groups is one way in which you can foster support for your employees and further your organization’s mission to create an equitable, inclusive, and diverse workplace.
According to Inclusive ICR (www.icriowa.org) “Employee resource groups (ERG) are groups of employees who join together in their workplace based on shared characteristics or life experiences.
ERGs are generally based on providing support, enhancing career development, and contributing to personal development in the work environment.”
Employee Resource Groups are employee-led, leadership-sponsored, and are typically structured by organization policy and group operating “charter.”
ERGs create awareness of challenges and barriers facing under-represented employees. With awareness, comes solutions and improvements to the workplace. ERGs provide inclusive spaces for Black employees, LGTBQ employees, Asian employees, Women leaders, working parents, Veterans’, people with disabilities, faith-based groups, and more.
Many organizations have seen positive changes as a result of leadership-sponsored ERGs, including Alliant Energy, Charles Schwab, YWCA, Transamerica, Golden State Foods, Manpower, and Toyota Financial to name a few.
Benefits to Setting Up ERGs
There are many benefits to ERGs. In general, ERG’s:
Provide professional development opportunities
Further the organization’s equity, diversity, and inclusion outcomes
Establish programs and communications to help employees with barriers navigate challenging times
Foster belonging and promote engagement at work
How to Make Sure Your Organization’s ERGs are Inclusive & Successful
For ERGs to be successful, it is important that leadership champions and supports the mission of the ERG, but the group must be employee-led to be most effective.
If you are a leader who is interested in starting ERGs at your organization, start with a framework, and be inclusive on how you invite people “to the table” to contribute to, develop, and lead the framework.
ERGs are more successful if there is a leader or group of leaders supporting the ERG’s mission. To show support, leaders can:
Meet on a set schedule with the ERG
Create space for the ERG to speak at executive leadership events
Welcome the ERG to provide feedback and ideas to eliminate barriers and make positive organizational changes
Create space for the ERG to communicate the ERG’s mission and provide training and communications
Other Tips to Ensure your Organization’s ERG Success:
Create a company policy and include how to start and join the ERGs (make sure there is inclusivity and representation from under-represented groups in the creation of this policy).
Empower the ERG to define an operating “charter,” including ERG leadership structure, timeline of leadership service, how membership works (for both people who identify with the ERG as well as allies), goals, and mission, etc.
Ensure ongoing, designated leadership sponsorship to involve the ERG in the company’s business goals and objectives. Ask for feedback, be open to change, communicate regularly, and create alignment between the ERG and overall business objectives wherever possible.
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