ERGs – What are they?
 

Employee Resource Groups (ERGs) are organized groups of employees within a company whose purpose is to provide support, professional development, and community for their members, while also serving as a bridge between the employees and the organization. ERGs are an important aspect of diversity and inclusion in the workplace, as they provide a platform for employees to connect with others who share similar experiences and backgrounds.

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They are known by different names in some organizations, including Affinity Groups, Employee Networks or Business Resource Groups (BRGS) and can serve slightly different roles in some cases. 

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ERGs provide numerous benefits to both employees and the organization. As well as helping employees, ERGs serve as a valuable resource for the organization, as they provide insights and feedback on diversity and inclusion initiatives and can help attract and retain diverse talent. They can also serve as a valuable resource for senior leaders and decision-makers, as they provide a direct connection to the experiences and perspectives of employees.

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Some of the key frequently asked questions for ERGs include:

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• How did ERGs evolve?

 

Employee Resource Groups (ERGs) have evolved significantly over time, reflecting changes in workplace culture and the increasing focus on diversity, equity, and inclusion. Here are some key milestones in the evolution of ERGs:

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1. Formation: ERGs were first formed in the 1960s as a response to workplace discrimination and lack of diversity. They were initially called "caucuses" and were formed by employees of color who sought to support each other and promote change within their companies.

2. Expansion: In the 1980s and 1990s, ERGs began to expand beyond race-based groups to include groups based on gender, sexual orientation, and disability. This expansion reflected a growing awareness of the importance of diversity and inclusion in the workplace.

3. Partnership: In the 2000s, ERGs began to partner with senior leaders and human resources departments to drive change within their companies. ERGs provided a platform for employees to voice their concerns and offer solutions to improve workplace culture and policies.

4. Focus on intersectionality: In recent years, ERGs have begun to focus on intersectionality, recognizing that individuals have multiple identities that intersect and affect their experiences in the workplace. ERGs are increasingly working together to address issues that affect employees at the intersection of multiple identities, such as women of color or LGBTQ+ people with disabilities.

5. Impact: ERGs have demonstrated their impact in driving change within companies. They have been instrumental in advocating for policies and practices that promote diversity, equity, and inclusion, such as unconscious bias training, mentorship programs, and flexible work arrangements.

 

Overall, the evolution of ERGs reflects a growing recognition of the importance of diversity and inclusion in the workplace, as well as the role that employees can play in driving change within their companies.

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• What is the difference between an Employee Resource Group (ERG), an Affinity Group and a Business Resource Group (BRG)?

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• When should we be looking to set up ERGs?

 

The right time to set up an Employee Resource Group (ERG) varies from company to company, depending on their needs and priorities. Here are some factors to consider when determining the right time to set up an ERG:

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1. Company culture: The culture of a company can be a good indicator of when to set up an ERG. If a company is already committed to diversity, equity, and inclusion, and has a culture that supports ERGs, it may be easier to set up an ERG and get support from leadership. However, if a company is not yet committed to diversity, equity, and inclusion, it may take more effort to build support for an ERG.

2. Employee interest: The level of interest and engagement from employees can also be a good indicator of when to set up an ERG. If there is already a groundswell of interest and support from employees for a particular ERG, it may be the right time to set one up. Conversely, if there is little interest or engagement from employees, it may be more challenging to set up an ERG.

3. Organizational structure: The structure of a company can also play a role in when to set up an ERG. Companies with more decentralized structures may be more supportive of ERGs, as they allow employees to connect across departments and locations. Companies with more centralized structures may require more effort to build support for ERGs.

4. Business goals: Finally, the business goals of a company can also influence when to set up an ERG. If a company has a goal of increasing diversity and inclusion in the workplace, setting up an ERG can be a good way to support that goal. Additionally, if a company has a goal of improving employee engagement or retention, setting up ERGs can help to create a more supportive and inclusive culture.

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Overall, there is no one "right" time to set up an ERG. The decision to set up an ERG should be based on a company's needs, priorities, and culture, as well as the interests and engagement of employees.

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• How do I go about setting up an ERG?

 

Setting up an Employee Resource Group (ERG) can be a rewarding and impactful process, but it requires careful planning and consideration. Here are some steps to consider when setting up an ERG:

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1. Identify the purpose and goals of the ERG: The first step is to identify the purpose and goals of the ERG. This may involve identifying the shared identity or interest that brings the group together, as well as the specific issues or challenges that the group wants to address.

2. Build support from employees and leadership: Once the purpose and goals of the ERG have been identified, it's important to build support from both employees and leadership. This may involve conducting a survey to gauge interest in the ERG, or presenting the idea to leadership to get their buy-in and support.

3. Develop a charter or mission statement: The ERG should have a clear charter or mission statement that outlines its purpose, goals, and values. This will help to guide the group's activities and ensure that everyone is on the same page.

4. Recruit members and leadership: Once the ERG has been established, it's important to recruit members and leadership. This may involve advertising the ERG to employees who share the group's identity or interest, and recruiting members who are passionate about the group's purpose and goals.

5. Plan events and activities: ERGs should plan events and activities that support their purpose and goals. This may include educational workshops, networking events, or community service projects.

6. Evaluate and refine: Finally, it's important to evaluate the effectiveness of the ERG and make changes as needed. This may involve conducting surveys or focus groups to gather feedback, or making adjustments to the group's goals and activities based on the feedback received.

 

Overall, setting up an ERG requires a thoughtful and deliberate approach. By building support, developing a clear mission statement, and planning meaningful activities, ERGs can make a significant impact on workplace culture and employee engagement.

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• How should our ERGs align with D&I goals?

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While Employee Resource Groups (ERGs) and Diversity and Inclusion (D&I) efforts share a common goal of promoting diversity and inclusion in the workplace, there can sometimes be tension or conflict between the two. Here are some potential areas where ERGs and D&I efforts may clash:

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1. Exclusive vs Inclusive: ERGs are often formed around a specific identity or interest, which can sometimes create a sense of exclusivity. However, D&I efforts are focused on creating a more inclusive workplace for everyone, regardless of their identity or background. This can sometimes create tension if ERGs are perceived as promoting exclusion or favoritism.

2. Prioritization: ERGs may prioritize the needs and interests of their members, while D&I efforts may need to prioritize broader company-wide goals. This can sometimes create tension if ERGs feel that their specific needs and concerns are not being adequately addressed by D&I efforts.

3. Perception of Tokenism: ERGs may sometimes be perceived as tokenistic or performative, especially if they are not given sufficient resources or support. D&I efforts may need to work to ensure that ERGs are not seen as a way to check a box, but rather as a meaningful way to promote diversity and inclusion in the workplace.

4. Limited Scope: ERGs may focus on specific issues or challenges that are relevant to their members, while D&I efforts may need to take a broader view of diversity and inclusion in the workplace. This can sometimes create tension if ERGs feel that their specific concerns are not being adequately addressed by D&I efforts.

 

Overall, while ERGs and D&I efforts share a common goal of promoting diversity and inclusion, there can sometimes be areas of tension or conflict between the two. It's important for companies to work to ensure that both ERGs and D&I efforts are aligned and working towards the same goal, while also acknowledging and addressing any areas of tension or conflict that may arise.

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Employee Resource Groups (ERGs) can play an important role in advancing a company's diversity and inclusion (D&I) goals. Here are some ways that an ERG can align with D&I goals:

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1. Raise awareness and educate: ERGs can help to raise awareness and educate employees about issues related to diversity and inclusion. This can include sharing information about different cultures and perspectives, as well as providing resources and training on topics such as unconscious bias and microaggressions.

2. Advocate for change: ERGs can advocate for change within the company to promote diversity and inclusion. This may involve advocating for policies and practices that promote diversity and inclusion, or working with leadership to identify and address areas of bias or inequity.

3. Provide mentorship and support: ERGs can provide mentorship and support to employees who share the group's identity or interest. This can include providing networking opportunities, mentorship programs, and resources to help employees navigate the workplace and advance their careers.

4. Encourage dialogue and collaboration: ERGs can encourage dialogue and collaboration between employees from different backgrounds and perspectives. This can help to break down barriers and promote understanding, while also fostering a sense of community and belonging among employees.

5. Measure and track progress: ERGs can play a key role in measuring and tracking progress towards D&I goals. This may involve collecting data on diversity and inclusion within the company, as well as tracking the impact of ERG activities and initiatives on employee engagement and retention.

 

Overall, ERGs can be a powerful tool for advancing diversity and inclusion within a company. By aligning with D&I goals, ERGs can help to create a more inclusive workplace culture, improve employee engagement and retention, and drive business success.

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• What ERG governance do I need?

 

Governance can feel like an administrative burden, but it will help you should you need to refer to it in the future. Here are some best practices for Employee Resource Group (ERG) governance:

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1. Have a clear mission statement: Your ERG should have a clearly defined mission statement that outlines its purpose and goals. This will help to guide the group's activities and ensure that they are aligned with the company's overall mission and values.

2. Establish a leadership structure: ERGs should have a clear leadership structure in place, including a president or chairperson, vice president, secretary, treasurer, and other necessary roles. This will help to ensure that the group is well-organized and has a clear chain of command.

3. Establish membership guidelines: It's important to establish membership guidelines that are clear and inclusive. These guidelines should outline who is eligible to join the ERG, how to join, and what the expectations are for members.

4. Develop a code of conduct: ERGs should have a code of conduct in place that outlines expected behavior from members. This will help to ensure that the group maintains a positive and inclusive culture and that members are held accountable for their actions.

5. Establish communication channels: ERGs should establish communication channels that make it easy for members to stay connected and engaged. This may include regular meetings, a group chat, or a dedicated email list.

6. Set clear goals and objectives: ERGs should set clear goals and objectives that are aligned with the company's overall mission and values. This will help to ensure that the group's activities are focused and effective.

7. Measure and report on progress: ERGs should measure and report on their progress towards achieving their goals and objectives. This will help to ensure that the group is making a meaningful impact and will provide feedback for continuous improvement.

 

By following these best practices, your ERG can be well-governed, focused, and effective in achieving its goals and objectives.

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• How do I set out a clear ERG strategy and strategic plan?

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Developing an effective strategy and planning process is crucial for the success of any Employee Resource Group (ERG). Here are some best practices for ERG strategy and planning:

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1. Clearly define the ERG's purpose and goals (you might have done this as pat of your ERG governance discussions when being established): This should be aligned with the organization's values and mission. Make sure that the purpose and goals are measurable, achievable, and relevant to the group's members and the organization as a whole.

2. Conduct a needs assessment: Gather data and feedback from ERG members, stakeholders, and leadership to identify key areas of focus and potential opportunities for the ERG.

3. Develop an action plan: Based on the needs assessment, create a detailed action plan that outlines specific goals, objectives, strategies, and tactics to achieve the ERG's purpose and goals. Include timelines, responsibilities, and metrics for success.

4. Build partnerships and collaborations: Establish partnerships with other ERGs, business units, and external organizations to leverage resources, share best practices, and amplify the impact of the ERG's initiatives.

5. Ensure alignment with organizational priorities: Ensure that the ERG's goals and initiatives are aligned with the organization's overall strategic priorities, and communicate the ERG's progress and impact to leadership and stakeholders.

6. Evaluate and adjust: Regularly evaluate the ERG's progress and impact, and adjust the strategy and initiatives as needed to ensure continued relevance and effectiveness.

 

By following these best practices, ERGs can develop a strategic and impactful approach to promoting diversity, equity, and inclusion within their organizations.

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• How do I support my ERGs with ERG training and ERG leadership training?

 

ERG leadership development and training is an important aspect of supporting and empowering ERG leaders to lead and manage their groups effectively. Here are some steps to take when developing and providing ERG leadership training:

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1. Identify the key leadership skills and competencies that are necessary for ERG leaders to succeed. These may include communication, collaboration, conflict resolution, strategic planning, and advocacy.

2. Develop training programs and resources that address these skills and competencies. This may include workshops, webinars, mentorship programs, and coaching sessions.

3. Provide opportunities for ERG leaders to network and connect with other leaders within and outside of the organization. This can help them build relationships, share best practices, and learn from others' experiences.

4. Encourage ERG leaders to participate in leadership development programs offered by the organization or outside organizations. These programs can help them develop their leadership skills and expand their knowledge and perspective.

5. Provide ongoing support and feedback to ERG leaders to help them continuously improve and grow as leaders. This may include regular check-ins, performance evaluations, and recognition for their contributions.

 

By providing ERG leadership development and training, organizations can help ensure that their ERGs are led by skilled and effective leaders who can drive positive change within the organization.

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• Tell me about ERG maturity models and benchmarking.

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An Employee Resource Group (ERG) maturity model is a framework that outlines the different stages of development that ERGs can go through as they mature and evolve. The purpose of an ERG maturity model is to help organizations assess the effectiveness and impact of their ERGs, and to provide a roadmap for ERGs to develop and grow over time.

The specific stages of an ERG maturity model can vary depending on the organization and the specific goals of the ERGs, but some common stages include:

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1. Formation: This is the initial stage of an ERG, where members come together to form a group around a shared identity, interest, or experience. At this stage, the group is typically focused on building community and support among its members.

2. Growth: In the growth stage, the ERG begins to develop more formalized structures and processes, such as a governance structure, mission statement, and strategic plan. The group may also start to engage with the broader organization and advocate for change.

3. Impact: At the impact stage, the ERG has established itself as a valuable resource for the organization, and has achieved tangible results, such as increased diversity and inclusion, improved employee engagement, or a positive impact on business outcomes.

4. Embedded sustainability: In the sustainability stage, the ERG has become a well-established and integrated part of the organization's culture and has a clear role in supporting the organization's goals and objectives. The ERG is able to sustain its impact over time and continue to evolve and grow as the organization changes.

 

By using an ERG maturity model, organizations can assess the development and effectiveness of their ERGs and identify areas for improvement. They can also provide a roadmap for ERGs to develop and evolve over time, which can help ensure that they remain relevant and impactful in the organization.

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• How do I set-up and support ERG Sponsors and ERG Champions?

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ERG (Employee Resource Group) sponsors and champions are critical to the success of ERGs. Here are some steps you can take to set up and support ERG sponsors and champions:

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1. Define the roles and responsibilities: Clearly define the roles and responsibilities of ERG sponsors and champions. Sponsors typically provide financial and logistical support, while champions act as advocates for the ERG within the company and help to promote its goals.

2. Identify potential sponsors and champions: Identify potential sponsors and champions within your organization who are passionate about the ERG's mission and have the authority to provide support. This may include senior leaders or executives who can allocate resources to the ERG.

3. Provide training and resources: Provide training and resources to ERG sponsors and champions to help them understand the importance of ERGs and their role in supporting them. This may include training on diversity, equity, and inclusion (DEI) issues, as well as resources such as best practices, templates, and toolkits.

4. Foster communication and collaboration: Encourage communication and collaboration between ERG sponsors, champions, and members to build a strong support network. Regular meetings and events can help foster these relationships.

5. Recognize and reward: Recognize and reward ERG sponsors and champions for their efforts and contributions. This can help to build morale and motivation, and encourage others to get involved.

 

Overall, setting up and supporting ERG sponsors and champions requires a clear understanding of their roles and responsibilities, as well as ongoing communication and collaboration. By providing training, resources, and recognition, you can help to build a strong support network for your ERGs and promote a culture of diversity, equity, and inclusion within your organization.

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• What about ERG tenure and succession planning?

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The length of tenure for ERG (Employee Resource Group) leaders can vary depending on the organization's policies and the ERG's goals and purpose. Generally, ERG leaders should serve a minimum of one to two years to allow for sufficient time to establish goals, plan events and initiatives, and build relationships with members and stakeholders. However, some organizations may have term limits for ERG leaders, such as a maximum of three years.

 

It's important for organizations to provide adequate support and resources to ERG leaders to ensure their success and longevity. This may include leadership training, budget and funding, access to mentors or advisors, and regular check-ins with management or HR. Additionally, succession planning should be part of the organization's overall talent management strategy, to ensure a smooth transition of leadership and maintain continuity of the ERG's goals and purpose.

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• What are some ERG best practices and ERG event ideas?

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Here are some inspirational Employee Resource Group (ERG) ideas that can help promote diversity, equity, and inclusion within organizations:

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1. Mentorship programs: Pair ERG members with mentors from within or outside the organization to provide guidance and support for career development and advancement.

2. Diversity and inclusion training: Organize workshops or training sessions to promote awareness and understanding of diversity and inclusion, and help employees develop the skills needed to create a more inclusive workplace.

3. Community service initiatives: Partner with local community organizations or charities to organize volunteer events that promote social responsibility and make a positive impact on the community.

4. Cultural celebrations and events: Organize events or activities that celebrate cultural diversity, such as food festivals, cultural fairs, or language exchange programs.

5. Professional development opportunities: Organize workshops or seminars that help ERG members develop skills and knowledge in their areas of interest, such as public speaking, networking, or leadership.

6. Career development resources: Provide resources and support to help ERG members advance their careers, such as resume reviews, interview preparation, and networking opportunities.

7. Employee engagement activities: Organize team-building activities or social events that help ERG members connect with each other and build relationships across different departments or business units.

 

These are just a few examples of inspirational ERG ideas. By developing creative and impactful initiatives, ERGs can help foster a more inclusive and supportive workplace culture that benefits everyone in the organization.

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• I've heard about ERG leader burnout - how can I avoid this?

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Employee Resource Group (ERG) leaders are often highly motivated individuals who are passionate about promoting diversity, equity, and inclusion in the workplace. However, this passion can sometimes lead to burnout if leaders do not take care of their own well-being. Here are some tips for preventing ERG leader burnout:

1. Delegate responsibilities: ERG leaders should not try to do everything themselves. Delegate responsibilities to other members of the ERG and empower them to take ownership of projects and initiatives.

2. Set realistic goals: Be realistic about what can be achieved with the available resources and time. Don't overcommit or take on too many projects at once.

3. Take breaks: It's important for ERG leaders to take breaks and recharge. Encourage other ERG members to take on leadership roles during this time.

4. Seek support: Reach out to mentors, advisors, or other ERG leaders for support and advice when needed.

5. Celebrate successes: Celebrate successes and milestones along the way to help maintain motivation and momentum.

6. Prioritize self-care: ERG leaders should prioritize their own self-care, including regular exercise, sleep, healthy eating, and time for relaxation and hobbies.

7. Have an exit strategy: ERG leaders should have an exit strategy in place and identify potential successors early on to ensure a smooth transition of leadership.

 

By following these tips, ERG leaders can help prevent burnout and maintain their passion and motivation for promoting diversity, equity, and inclusion in the workplace.

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• Reward vs recognition for ERG leaders

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Paying Employee Resource Group (ERG) leaders and providing protected time are two ways organizations can demonstrate their commitment to promoting diversity, equity, and inclusion (DEI) in the workplace. Here are some considerations for each:

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Paying ERG Leaders: Paying ERG leaders can help incentivize and retain talented individuals who can lead successful initiatives and achieve the group's goals. It can also help to acknowledge the value of their time and effort, and demonstrate the organization's commitment to DEI. However, it's important to consider the following:

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1. Funding: Organizations need to ensure that they have the financial resources to compensate ERG leaders, especially if there are multiple ERGs or a large number of leaders.

2. Equity: Organizations should ensure that all ERG leaders are compensated fairly and equitably. Compensation should not be based on gender, race, or other protected characteristics.

3. Legal considerations: Organizations should be aware of any legal requirements or restrictions regarding compensation for ERG leaders, such as whether or not they are considered employees or volunteers, and any relevant labor laws or regulations.

 

Providing Protected Time: Providing protected time for ERG leaders can help them to balance their ERG responsibilities with their other work and personal commitments. It can also help to demonstrate the organization's commitment to DEI. However, it's important to consider the following:

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1. Workload: Organizations need to ensure that ERG leaders' workload is reasonable and manageable, especially if they are expected to meet deadlines or deliver on other work-related responsibilities.

2. Flexibility: Organizations should be flexible in allowing ERG leaders to take time off or adjust their schedules as needed to attend ERG-related meetings or events.

3. Equity: Organizations should ensure that all ERG leaders have access to protected time, regardless of their job level, department, or other factors.

4. Clarity: Organizations should be clear about the expectations and responsibilities of ERG leaders, including how much protected time they are entitled to, and how it should be used.

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Reward and recognition are important for Employee Resource Group (ERG) leaders, as they help to acknowledge their hard work and dedication, and motivate them to continue promoting diversity, equity, and inclusion in the workplace. Here are some ideas for rewarding and recognizing ERG leaders:

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1. Public recognition: Acknowledge ERG leaders publicly, through company newsletters, social media, or during company events, to show appreciation for their contributions and leadership.

2. Professional development opportunities: Provide ERG leaders with opportunities to attend conferences, training programs, or workshops related to diversity, equity, and inclusion, to help them develop their leadership and advocacy skills.

3. Special projects: Provide ERG leaders with special projects or initiatives that allow them to make a significant impact on the organization, while also developing their leadership and strategic planning skills.

4. Performance bonuses: Consider providing performance bonuses to ERG leaders who have achieved significant goals or made a notable impact on the organization.

5. Flexible work arrangements: Offer ERG leaders flexible work arrangements, such as remote work or flexible schedules, to help them balance their ERG responsibilities with their other work and personal commitments.

6. Volunteer opportunities: Offer ERG leaders opportunities to volunteer in the community or partner with external organizations, to help them expand their network and make a positive impact outside of the organization.

7. Mentorship: Provide ERG leaders with mentorship opportunities, either through formal mentorship programs or informal connections with senior leaders, to help them develop their leadership skills and advance their careers.

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We can help you answer all of the above. We run an ERG Program Manager Forum and ERG Connect Summits, as well as ERG training programs to upskill your D&I and ERG leaders and program managers.  We also hold monthly 'Leadership and Skills' calls to connect the community and learn. Find out more by signing up to our newsletter, connecting with our ERG group on LinkedIn or making contact.

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