An Employee Resource Group (ERG) is a voluntary, worker-led group formed around common interests, backgrounds, or demographic factors. They’re also known as affinity groups, business resource groups, and network groups.
The function of ERGs can vary between companies. However, their overarching goal is usually to support underrepresented groups, foster a sense of belonging, and create a more diverse, equitable, and inclusive (DEI) workplace for all.
They tend to serve as a resource for both ERG members and the organization. For example, they may develop initiatives that benefit the group while also advising business leaders on policies and practices that affect critical issues like diversity and allyship.
Which communities do ERGs support?
Workers can form an ERG for any demographic in the workforce but they’re most likely to be based on:
- Gender
- Age
- Sexual orientation
- Ethnicity and national origin
- Language
- Disabilities
- Neurodiversity
- Religion or personal beliefs
- Parental status
- Socioeconomic background
What initiatives are ERGs typically involved in?
ERGs are engaged in a wide range of activities designed to enhance company culture while contributing to business objectives. They not only work alongside their own members but business leaders and the rest of the workforce.
Here are some initiatives that ERGs may organize or become involved in:
- Professional development programs tailored to the specific needs and preferences of the community
- Networking events that build connections in the group
- Mentorships between new and experienced members
- Policy advocacy or consultancy with key stakeholders in the business
- Community engagement and outreach programs
- DEI workshops that address unconscious bias
- Sponsorship and visibility projects that highlight the group’s contributions
- Recruitment efforts aimed at attracting more members of the community
See also: Examples of inclusion in the workplace
Who can start an ERG?
Any employee can start an ERG group. Usually, these individuals identify a need or an opportunity to support a specific community within the organization. They may even notice a shared interest between groups of employees with a common identity.
While it's common for members of a specific community to start ERGs, it’s not an absolute requirement. Allies can also initiate or lead these groups. In fact, many organizations encourage the involvement of allies in ERGs to broaden their impact and build bridges with other workers.
What’s the process for starting an ERG?
Once workers have determined the need for an ERG, they can conduct informal discussions to gauge interest among potential members. Again, they don’t have to limit themselves to people who identify with the community the ERG would represent.
Following this, founding members can draft a proposal outlining the ERG’s objectives and potential impact. They can also discuss how these align with your company’s objectives and values.
Approval from leadership is crucial so the ERG will look to secure an executive sponsor. This sponsor will support their goals and advocate for them in C-suite meetings.
Once approved, ERG leaders can organize a kickoff meeting to officially launch the group, recruit members, and begin planning activities. They’ll continue to communicate with leadership as they develop initiatives and grow in size.
The benefits of ERGs for global teams
ERGs can have a positive impact on both your organization and the employee experience. Here are some of the benefits you could expect:
- A stronger sense of community throughout the company
- Enhanced DEI, leading to a more welcoming work environment
- Higher employee engagement, satisfaction, and well-being
- Further professional development opportunities for group members
- More mentoring and career development programs
- Support for organizational goals and initiatives
- Greater autonomy for workers through employee-led groups
- A wide range of viewpoints and ideas in decision-making processes
- Personal growth for employees through exposure to different perspectives
- Assistance with compliance concerning diversity and inclusion regulations
- Improved company reputation as an inclusive and socially responsible employer
- Better recruitment and employee retention rates
Are there any risks associated with ERGs?
While ERGs bring numerous benefits, they also come with potential compliance risks if not properly managed.
The biggest issue is that members could create silos within the organization if ERGs become too insular or exclusive, potentially leading to division among employees. Left unchecked, workers might bring discrimination claims. Your organization could also incur penalties for violating equal opportunities labor laws in a worst-case scenario.
Another concern is that ERGs must be careful not to behave like a union and engage in collective bargaining activities. Many jurisdictions, including the US and the UK, have specific rules about how employees can organize.
The best practices for supporting and managing ERGs
Here’s how organizations can support ERGs and mitigate any compliance risks:
- Establish clear guidelines: Human resources can provide resources on how to create ERGs that both support employees and meet company objectives
- Provide executive sponsorship: Have managers volunteer to sponsor ERGs to offer guidance and advocate for them during company meetings
- Offer resources and funding: Allocate budgets to ensure ERG programs have everything they need to succeed
- Provide training: Offer workshops for ERG leaders and members on how to develop initiatives and organize meetings
- Encourage collaboration: Create networking opportunities between different types of ERGs to foster a more inclusive environment
- Communicate regularly: Hold feedback sessions frequently to identify any challenges or opportunities you can address
How are ERGs adapting to the trend of remote work?
When you have remote, distributed teams, it can be challenging for them to organize meetings and start groups. Let’s explore some ways ERGs can leverage technology to maintain engagement and support members:
- Virtual events: ERGs can shift to online platforms for meetings, workshops, and networking events. Many platforms allow hundreds of participants and have break rooms to accommodate large groups, including Zoom and Microsoft Teams
- Dedicated channels: A private chat on Slack can facilitate continuous communication and collaboration between members
- Digital resource sharing: Workers can access an online knowledge base from any location. It could include articles, videos, and training materials contributed by any member
- Inclusive scheduling: Planning events at convenient times for different time zones helps to maximize participation
- Remote social events: Members can attend virtual coffee breaks or happy hours to create personal connections and even develop friendships across locations
Deel has a range of Slack Plug-ins, including announcements and check-ins to help ERGs connect and collaborate on initiatives.
Examples of famous ERGs
Here are some ERGs from well-known companies:
- Google’s Gayglers: Founded back in 2003, the Gayglers serve Google’s LGBTQ team members. They provide a safe space for members to ask questions and be their authentic selves
- Microsoft’s Blacks at Microsoft (BAM): One of the earliest ERGS, BAM aims to support the professional development, recruitment, and retention of the company’s black employees
- IBM’s Women in Technology (WIT): The group is dedicated to promoting the growth and advancement of women in technical roles within the company
- Intel Native American Network (INAN): Intel has a wide range of ERGs, including INAN. The group not only supports employees but helps Native Americans find job opportunities with the organization
