Employee resource groups can benefit employee engagement, retention, recruitment and business objectives, according to a new report from BioSpace.
Pictured: A group of people sitting around a table with papers and a tablet/iStock, Giuseppe Lombardo
Employee resource groups (ERGs) can be enormously helpful in creating positive and inclusive work environments. BioSpace recently published a report on how employee resource groups can promote employee engagement, retention, recruitment and business objectives.
From an employee’s perspective, ERGs can also be beneficial, helping to build mutually supportive and productive relationships with co-workers while guiding leadership and HR on how they can improve workplace policies. This can include a wide range of practices, from flexibility in working hours to diversity, equity, and inclusion (DEI) initiatives to the types of benefits offered. ERGs can also act as a sounding board that can drive creative business strategies.
Ultimately, ERGs are a way you and your colleagues can create the kind of workplace culture you want to participate in.
What is an employee resource group (ERG)?
An ERG is a voluntary, employee-led group formed around shared characteristics or interests.
There can be significant variation around what ERGs are formed around. This can include—but is not limited to—racial identity, working parents or caregivers, sexual orientation, health or wellness interests, veterans or shared experiences such as those who have been bereaved or are living with illness.
Not all organizations will have the same types of ERGs. This is because the ERGs are driven by what matters to the employees who work there. It is up to you to decide what types of ERGs would be meaningful and positively influence your workplace culture.
What do ERGs do?
What ERGs do depends on what the participants want to achieve. Many ERGs will meet regularly so they can discuss and strategize how to accomplish their objectives. In addition, they will sometimes hold events, training sessions or meetings with leadership. In these various forums, ERGs can highlight opportunities for improvement, provide shared resources or simply provide mutual support to their colleagues.
What if your organization is small?
If your organization is small, it can be difficult to have enough employees that have shared interests or characteristics to form ERGs that they want to participate in. An alternative starting point would be to encourage colleagues to come together as cultural ambassadors. This type of group could focus on general DEI or workplace culture initiatives.
How can you start an ERG?
There are several ways to launch an ERG. Here are some important steps to consider:
- Talk to your employer. Discuss your desire to start an ERG with HR and/or leadership. Explain how ERGs can create positive and inclusive work environments and improve employee engagement, recruitment, retention and business objectives. Ensure that they are in the loop on your ERG creation.
- Do your research. Solicit feedback from your colleagues, working in partnership with HR and/or leadership. This can be through a survey, a meeting or one-to-one conversations. What types of shared interests or characteristics would be most impactful?
- Invite colleagues to participate. Once you have an idea of what ERG would be impactful and engaging, invite your coworkers to participate.
- Set goals and objectives. What is your purpose? What do you want your ERG to achieve? Is it a day of unconscious bias training? More flexible working hours? A celebratory event? Active mentorship? Whatever it is, keep the scope of your aims narrow, perhaps two key objectives so you can provide focus to your ERG activities.
- Find an executive sponsor. An executive sponsor is hugely beneficial as they can advocate for your ERG at the leadership level of the organization, ensuring that your concerns and initiatives are taken seriously.
- Request budget or resources. Chances are, your ERG will need some kind of support from your organization to accomplish your goals. Create a proposal outlining the ERG’s purpose, goals, benefits and potential activities. Highlight how your objectives align with the company’s values and goals. This is where your executive sponsor can be very handy in advocating on your behalf!
- Encourage active participation. Engage members and encourage more to join through regular ERG meetings, ERG events and communications about what your ERG is up to.
- Measure success. Is your ERG making a difference? Take a look at participation rates, employee feedback, recruitment, retention rates and other types of indicators that demonstrate the influence your initiatives have on workplace culture and the business.
- Learn and grow. Be prepared to evolve! The needs and goals of an ERG can change over time as the business grows. What needs are not being met? How can your ERGs continue to better support employees?
Making the Effort
Starting an ERG requires dedication and effort, but the influence it can have on you, your colleagues and overall work environment can be significant. Remember that as an employee, your workplace culture is what you choose to make of it.
Chantal Dresner is the vice president of marketing at BioSpace. Reach her at chantal.dresner@biospace.com.
