Employee Resource Groups (ERGs) Best Practices

Ninety percent of Fortune 500 companies have ERGs. Often as employee-led, voluntary groups that aim to make the workplace more inclusive, ERGs are organized by employees who share common characteristics, which could be based on identity or interests. These groups exist to create psychologically safe spaces where employees can share their unique experiences and often engage allies.

Engage Allies in ERGs

With an increased focus on the legality of inclusion work, it is important to underscore that inviting and engaging allies in ERGs is not only a best practice, but it avoids the unnecessary legal risk of being perceived as exclusionary. When engaging allies, it's important that ERGs set clear expectations for participation. 

For example, if an ERG is discussing potentially traumatic or triggering content, it's important to set the expectation that the role of allies is to listen to learn, not to judge or take up space. Often, ERGs have specific programs for in-group members and programs open to the full organization and allies. It is critical to reflect on who this content is for when deciding topics and inviting the target audience.

Map to Impact

ERGs need to be grounded in a unique purpose. It's critical at ERG programs and plans are mapped to the impact that they hope to have on the organization. Perhaps it's innovation, diversity of thought or increasing engagement and retention for historically marginalized groups. Have a clear purpose and business problem the ERG is helping to address.

For example, an organization our team worked with had an ERG charter with their mission, vision, and goals for the current year and subsequent years. They mapped their initiatives around their pillars for success of community engagement, continued learning, and innovation 

Welcome Senior Leadership as Sponsors

To be successful, senior leadership needs to be involved in ERG initiatives.  Having someone from the C-Suite as a sponsor and ally in regular attendance signals to everyone this is important. Set the expectation for senior leadership to sponsor ERGs and participate in meaningful ways throughout the year.

It's important that senior leaders understand the issues that they themselves may not have faced personally. This not only helps them be more inclusive as leaders, but gives them the diverse perspectives needed to make decisions that reflect the communities they're hoping to serve. 

Employee Resource Groups are vital to fostering a diverse and inclusive workplace and play a key role in enhancing the overall employee experience. To ensure their long-term success and maximize their impact, active engagement with allies is essential. Allies can amplify the voices of ERG members, support their initiatives, and help create a more inclusive environment for everyone. ERGs should clearly define their objectives and map their activities to measurable outcomes that align with the organization's overall inclusion strategy. This will help demonstrate the group's value and impact, and secure ongoing support from leadership and other stakeholders. Having a senior leader as a sponsor can provide the ERG with greater visibility, access to resources, and influence within the organization. Senior leaders can also serve as role models and champions for the ERG's mission, helping to create a culture of inclusion and belonging.

Next Pivot Point offers custom education solutions and allyship programs to help you help leaders engage in gender equality conversations. Schedule some time with our team today to discuss next steps.