Employee resource group, what are they? and why should you implement them in your company - Emptor

Talking about DEI (Diversity, Equity and Inclusion) in 2022 in the workplace requires discussing Employee Resource Groups (ERGs), which are gaining more and more popularity in large companies.

Since the 1960s, when a discussion on a tension-provoking issue related to race in the workplace was presented at Xerox, ERGs have existed. These are becoming increasingly relevant in day-to-day life, as gender and personal identity issues are discussed in these groups.

What are Employee Resource Groups (ERG)?

Employee Resource Groups or ERGs are defined as volunteer-led groups of employees with the goal of creating a diverse and inclusive workplace, aligned with the organization they collaborate with. Generally, they are led by and participate in members of an ethnicity, religious affiliation, lifestyle or interest. The groups exist to provide support and assistance in the personal and professional realm, and to create a safe space where collaborators can openly contribute to the issues they consider relevant.

ERGs are found in 90% of Fortune 500 companies.

What is the benefit of Employee Resource Groups?

ERGs support groups that may feel marginalized or perceived as relegated. The main purpose is to unite them through a common theme or interest, improving the office environment. Bringing collaborators together in a safe place where conversations can flow freely and they can feel comfortable sharing their experience.

One of the main points for those who organize the ERGs, which will usually be HR personnel, is:

Identification of emerging talent: ERG leaders can help identify talent that might otherwise be overlooked due to unconscious bias. Participants can find new opportunities to connect with mentors and supportive colleagues across departments.
Addressing company-wide challenges: ERGs designed to address a specific issue or problem can help keep leaders informed about the most important issues, opportunities for improvement, and the general sentiment for the group’s members.
Reducing the possibility of repressed frustrations: ERGs can help bring to light an issue that might be too risky for an individual to share alone, allowing problems to be addressed quickly and alleviating toxic environments and conflictual work climates that sometimes separate collaborators.

Why are employee resource groups important?

We know that innovation can only thrive when employees feel safe bringing all their talent and collaboration to work. ERGs build high-trust relationships that help companies thrive and achieve their goals. The groups foster a sense of belonging and inspire conversation, providing new ways of looking at problems and driving innovation.

Many corporate executives with ERGs find them to be a critical resource for getting more detailed insights into needs. When there are gaps in experiences, leaders often turn to ERGs to ensure that everyone, regardless of their role or demographics, can succeed.

How should an employee resource group be started?

Effective ERGs are both top-down and bottom-up. First, the executive management team must fully support, fund, and back any ERG. Some of the best practices include:

Senior leadership: Ensuring that each ERG has a senior leader as an executive sponsor and full participant, along with 2-3 HR executives to support them in achieving their mission and goals.
Invitation to participate: After having executive sponsorship, invite all employees and collaborators to participate in the ERGs, either as members of the specific group or as allies.
Definition of organizational culture: This will allow providing inclusion, taking your collaborators into account, and creating a good work environment with collaborators who are connected to your company’s vision and mission.

Frequently Asked Questions

Q: What is an employee resource group (ERG)?
A: An employee resource group is a group within a company that shares a common characteristic or identity, such as race, gender, sexual orientation, or disability status. ERGs are generally formed to provide support, networking opportunities, and a sense of community.
Q: Why do companies have ERGs?
A: Companies have ERGs as a way to promote diversity, equity, and inclusion (DEI) within their workforce. They help create a sense of belonging for underrepresented employee groups and also provide a forum to discuss issues related to their identity.
Q: Who can join an ERG?
A: ERGs are typically open to all employees who identify with the group’s focus. For example, a women’s ERG may be open to all female employees, regardless of their role or department.
Q: Are ERGs only for underrepresented groups?
A: No, ERGs can also be formed for employees who share a common interest or hobby, such as a running club or a book club.
Q: What are some of the benefits of joining an ERG?
A: Opportunities for networking, professional development, leadership experience, and a sense of community and belonging. They can help members feel more connected to the company, which can lead to greater job satisfaction and retention.
Q: How can I start an ERG at my company?
A: To start an ERG, you’ll need to gather a group of interested employees and get approval from leadership. It’s also important to develop a mission statement, set goals and objectives, and create a plan for how the ERG will function.