A template on how to start an impactful employee resource group 

The workplace can be a microcosm of society where people share certain characteristics and similar interests or are united by similar experiences. And, to celebrate and foster diversity in an organisation, an intra-organisational network can be a real boon.

Known as employee resource groups, these networks can provide a strong sense of belonging and community in an organisation.

Let’s discuss the meaning of employee resource groups and how to start one at your organisation.

What is an employee resource group?

An employee resource group (ERG) is a voluntary and employee-led network within a company or organisation formed to provide a supportive community, foster diversity, equity and inclusion and ultimately advocate for the interests of its members.

An employee resource group can provide members a safe place in the organisation to connect and raise awareness about issues facing their community.

Also referred to as affinity groups or employee networks, ERGs are typically centred on attributes, social causes or professional concerns. They’re formed around shared characteristics, interests and experiences such as race, gender, disability, hobbies, sexual orientation or professional advancement.

The history of ERGs

Birthed from racial tensions in the 1960s and originating as race-based groups, employee resource groups enjoy much popularity in modern times. In fact, 90% of Fortune 500 companies have ERGs.

The first ERG, the National Black Employee Caucus, was initiated in 1970 in Xerox. Since then, other notable employee resource group examples have sprung up, including:

• Google’s Women Engineers
• Microsoft’s Disability ERG
• IBM’s GLOBE (Gay, Lesbian Or Bisexual Employees) ERG
• LinkedIn’s Black Employee Network

The benefits of ERGs

Employee resource groups offer an array of benefits for both their members and the organisation. In addition to the proven success of recognition in the workplace, benefits can include:

• Improved innovation in the organisation
• Enhanced employee engagement and retention
• Greater sense of belonging for members
• Professional development opportunities for members
• Additional support for underrepresented communities in the organisation

4 Best practices to set up a winning employee resource group

1. Identify a need

To effectively start an employee resource group, it’s imperative to understand the demand for such a group in your organisation. Study the organisation’s policies and assess its experiences.

The organisation might be struggling with retaining a particular demographic. There may be a lack of cultural awareness or underrepresentation of a certain community. Your findings will help you decide which employee resource groups are needed.

Leverage surveys or conversations to gauge the interest among employees and shed light on any needs and challenges they might face. This can help guide your efforts and provide clear purpose and meaning.

2. Secure leadership support

It’s likely you’ll need approval from organisation leaders to make the ERG a reality. Their support guarantees the permission and resources needed for the group to take off.

To get this vital backing, explain the purpose of the employee resource group. Qualitative and quantitative data from your research can show an actual need for such an internal network. It’s also important to demonstrate the alignment of the group’s goals with organisational goals.

When requesting funding to support your initiatives, break down the budget. Itemising the budget helps leaders appreciate how the resources will be spent; it also nurtures transparency and trust which strengthen your overall pitch.

3. Recruit members

Now it’s time to build the membership. Reach out personally to employees who are passionate about the relevant cause or share the same experience. The organisation’s internal communication channels such as memos, newsletters and meetings are also ideal for promoting the network.

A dedicated event to announce the operation of the group is also a great way to raise awareness and enlist members.

4. Define the group’s operating principles

It’s necessary to outline the ERG’s rules of operation. A crucial element is the leadership framework; appoint persons responsible for directing the group and organising its activities. Define the membership criteria to indicate whether the group will be open to all employees or just a particular community; outline any necessary procedure to join.

Consider deciding the frequency, methods and program of the meetings as well as communication methods. Also, it’s essential to decide on the kind of initiatives the employee resource group will handle. This can include community outreach, educational programs, networking and leadership development.

Employee resource groups aren’t mere checkboxes for diversity initiatives; they’re key to creating a safe space for employees to bring their authentic selves to work. This template will help you start a purpose-driven employee resource group in your organisation.