How to build a successful Employee Resource Group (ERG) community

Employee resource groups (ERGs) are employee-led groups that focus on promoting diversity and inclusion within a company. These groups, also known as diversity and inclusion groups, can be valuable resources for employees and can help create a more inclusive and supportive work environment. 

Typically ERGs represent underrepresented groups, such as people from minority ethnic groups, women, and the LBGTQ+ community. But ERGs can be formed wherever your people see a need. 

Here are some reasons why ERGs are important for businesses:

1. ERGs promote diversity and inclusion in the workplace: ERGs provide a platform for underrepresented groups to come together and advocate for their needs and interests. By bringing together employees from different backgrounds and experiences, ERGs can help create a more diverse and inclusive workplace culture.
2. ERGs provide support and resources for underrepresented groups: ERGs can provide a sense of community and support for employees who may feel marginalized or underrepresented in the workplace. They can offer resources and support to help these employees succeed and feel valued at the company.
3. ERGs can drive positive change in the workplace: ERGs can be a powerful force for positive change within a company. They can advocate for policies and practices that promote diversity and inclusion, and they can work to educate and engage other employees on these issues.
4. ERGs can improve employee engagement and retention: A diverse and inclusive workplace can improve employee engagement and retention. Employees who feel valued and supported are more likely to stay with a company and be more productive. ERGs can help create this sense of belonging and support, leading to increased employee satisfaction and retention.
5. ERGs can benefit the company: Companies with a diverse and inclusive culture can have a competitive advantage in the marketplace. By attracting and retaining top talent from a range of backgrounds, businesses can tap into a wider pool of ideas and perspectives, leading to increased creativity and innovation.

In summary, employee resource groups are an important tool for promoting diversity and inclusion within a company. They provide support and resources for underrepresented groups, drive positive change in the workplace, improve employee engagement and retention, and benefit the business as a whole. By supporting and investing in ERGs, companies can create a more inclusive and supportive work environment for all employees.

If you’re considering setting up ERGs at your company, here are some steps you can follow:

1. Identify the need for ERGs: The first step in setting up ERGs is to assess whether there is a need for them at your company. You can do this by conducting surveys or focus groups to gather feedback from employees about their experiences and perceptions of diversity and inclusion at your company. You can also look at data on the demographics of your workforce and see if there are any underrepresented groups that may benefit from having an ERG.
2. Determine your goals: Once you’ve determined that there is a need for ERGs at your company, you should set some clear goals for what you want to achieve with these groups. Some common goals for ERGs include promoting diversity and inclusion, providing support and resources for underrepresented groups, and advocating for policies and practices that support diversity and inclusion.
3. Identify and recruit leaders: To get your ERGs off the ground, you’ll need to identify and recruit leaders who are passionate about diversity and inclusion and who are committed to making a positive impact at your company. These leaders should be able to inspire and motivate others and be able to work effectively with diverse teams.
4. Establish guidelines and expectations: It’s important to establish clear guidelines and expectations for your ERGs to ensure that they are effective and productive. This might include setting expectations for meeting frequency, setting goals and objectives for each group, and establishing a process for decision-making and communication.
5. Provide resources and support: In order for your ERGs to be successful, you’ll need to provide them with the resources and support they need to achieve their goals. This might include providing funding for events and initiatives, assigning staff to work with the groups, and providing training and development opportunities for group members.
6. Provide a place to host the ERG community: It is important to ensure that the group has a place to call their own – to come together to share information, discuss their goals and a place to socialise with each other.
7. Evaluate and assess progress: To ensure that your ERGs are having a positive impact, you should regularly evaluate and assess their progress. This might involve gathering feedback from group members and leaders, reviewing data on the demographics of your workforce, and assessing the impact of ERG initiatives on diversity and inclusion at your company.

By following these steps, you can set up effective and meaningful employee resource groups at your company and create a more inclusive and supportive work environment for all employees.

And if you’d like to find out more about how Hollaroo helps businesses create ERGs (or business networks) then please get in touch now.