Key thoughts for ERG Governance - based on our experience with clients across the world. The following might give you some ideas as a starting point if you are looking at setting up, or updating your ERG governance and frameworks.

A Friendly Guide to Overseeing All Employee Resource Groups (ERGs) in Your Organization

Imagine steering a ship through the choppy seas of workplace diversity and inclusion. You’ve got your crew – the Employee Resource Groups (ERGs) – all eager to help navigate towards a more inclusive and supportive workplace. But to keep everyone on course, you need a solid governance structure. Here’s a friendly guide to creating one, channeling the charm and wit of Stephen Fry.

1. Create a Central Oversight Committee
 

• Form a Diversity Council: Gather a splendid mix of senior leaders, ERG leaders, and HR folks to form a Diversity Council. Think of it as your ship’s bridge crew.

• Define Their Mission: Clearly spell out what this Council is meant to do – strategic oversight, policy crafting, and doling out resources.

2. Standardize the Framework and Policies
 

• Draft a Unified ERG Charter: Cook up a standard charter that all ERGs can use. It’s like a recipe – same base, with room for individual flavors.

• Ensure Consistency: Implement rules and policies that every ERG follows, but leave some wiggle room for each group’s unique needs.

3. Allocate Resources and Budget
 

• Centralized Funding Pool: Create one big pot of gold to support all ERGs, and make sure everyone gets their fair share.

• Grant Application Process: Set up a straightforward process for ERGs to request funds. No need for a treasure map, just clear steps.

4. Define Leadership Roles
 

• Appoint ERG Coordinators: Pick some trusty ERG coordinators from the Diversity Council to keep lines of communication open between the Council and individual ERGs.

• Standardize Roles: Define key roles like Chair, Vice-Chair, Secretary, and Treasurer for all ERGs. Everyone knows their part and plays it well.

5. Training and Development
 

• Provide Leadership Training: Offer training sessions for ERG leaders on everything from governance to event planning. Think of it as a crash course in ERG wizardry.

• Mentorship Programs: Set up mentorship opportunities where seasoned ERG leaders can pass on their wisdom to the newbies.

6. Encourage Communication and Collaboration
 

• Regular Meetings and Updates: Hold regular pow-wows between the Diversity Council and ERG leaders to share news, solve problems, and brainstorm.

• Use nifty tools and platforms to keep everyone in the loop and sharing best practices.boration PlatformsColla

7. Measure and Ensure Accountability
 

• Set Clear Metrics: Define what success looks like – membership growth, event turnout, positive impacts on company goals.

• Regular Reporting: Ask ERGs to report regularly on their activities, achievements, and any bumps in the road.

8. Align with Organizational Goals
 

• Sync with Strategic Objectives: Make sure ERG goals align with the company’s big-picture diversity, equity, and inclusion (DEI) strategy.

• Support Company Initiatives: Encourage ERGs to get involved in company-wide DEI efforts, making their work feel even more relevant and impactful.

9. Adapt to Cultural Sensitivity
 

• Consider Local Contexts: Tailor the governance framework to respect the cultural nuances and legal requirements of different regions.

• Foster Inclusivity: Ensure all ERGs adopt inclusive practices that honor the diverse cultural backgrounds of employees everywhere.

10. Ensure Sustainability and Evolutio

• Regular Review and Feedback: Periodically review how things are going, gather feedback, and tweak the framework as needed.

• Adapt to Change: Be ready to evolve the governance structure in response to changes within the organization and the wider world of DEI.

By implementing a thoughtful and friendly governance structure, you’ll keep your ERGs sailing smoothly, all while fostering a richer, more inclusive workplace. It’s not just about steering the ship – it’s about making the journey enjoyable and meaningful for everyone on board.


What is an ERG Playbook?

An ERG (Employee Resource Group) playbook is a comprehensive guide that outlines the best practices, policies, and procedures for establishing and running ERGs within an organization. It's essentially the go-to manual for ERG leaders and members, ensuring that all groups operate consistently and effectively while aligning with the organization's goals and culture. The playbook typically includes sections on governance, membership, events, communications, and metrics for success.

Sections your Playbook might include are:
 

• Purpose and Mission StatementsMembership, Engagement and How the ERG runs

• Leadership and Committee Roles, Elections

• How the ERGs work with the Organization

• Resource Allocations and Budgeting

• Events and programming

• Communication

• Measurement of Impact and Reporting

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An ERG playbook like this ensures that all groups operate smoothly and effectively, contributing to a more inclusive and vibrant workplace culture. Contact us to find out more.