What are ERGs, and why do you want them?

In recent months, the Electives team has been working with several employee resource group (ERG) leaders. We’ve been so impressed with the people who lead ERGs, the impact they are making today and the impact they will be making in the future.

For folks unfamiliar with the term ERGs, we answered frequently asked questions below, as well as interviewed leaders who are driving ERG engagement and impact at their respective companies.

What is an employee resource group, and who typically leads them?

An employee resource group (ERG) is a group of employees within an organization whose members share distinctive qualities and interests. Also known as a business resource groups (BRGs) or community resource groups (CRGs), ERGs create a sense of belonging among employees and support cultural transformation within organizations.

ERGs provide tremendous value to organizations, its members and its allies. Their value is becoming more recognized by corporate leadership, and deservedly so!

Leaders of ERGs are often volunteers within the company who are tasked with deliverables — some as important as supporting the organization's retention efforts. ERG leadership roles are often in addition to everyday assignments, historically without recognition or reward. Earlier this summer, LinkedIn set a great example and announced they would pay global ERG leaders $10,000 for each year served.

Why are employee resource groups so important within organizations?

ERGs are important within companies because they provide a sense of community and allow people to bring their authentic selves to work. ERGs can also offer moments for employees to be educated and learn from one another as well as a source for mentorships and sponsorship relationships. ERG leaders provide a safe space to advocate for workplace policies that treat everyone equally. Some examples of policies include parental leave, holiday calendars, installing gender neutral restrooms, etc.

What do today’s DEI leaders say about ERGs?

The impact and importance of these communities, as well as the leaders of ERGs are instrumental to business operations, productivity and engagement. Ashley Ladd, the manager of diversity, inclusion + belonging at HubSpot, shared, “ERGs are an integral part of building a community of belonging and a direct reflection of being able to bring your full self to work. Whether it’s providing safe spaces for employees to discuss issues impacting their lives or being a resource for allies to learn and grow — there’s something for everyone and an incredible opportunity to positively impact organizational psychological safety, inclusion, and belonging.”

Dayna Wade, inclusion programs lead at Blend, shared her perspective on the importance of ERGs. “Through Blend’s inclusion programs, we strive to enhance our culture of belonging by building connections and strengthening interpersonal skills. We do that in a number of ways. One of which is through our ERGs. These groups play a large part in ensuring that underrepresented communities have a voice and influence on our company policies and culture. They unite around affinity, experience and interest. We encourage anyone at Blend to join any ERG as a member and/or ally!”

How can companies support employee resource groups and their leaders?

Knowing how important ERGs are to employees and the organization, how can companies celebrate ERGs and their leaders? Here are a few ways:

1. First, if your company does not have an ERG, start one! Here’s a great how-to guide for reference.
2. Participate in ERG events and initiatives, especially those designed to represent and address the needs of employees from marginalized communities.
3. Amplify and celebrate the work ERGs are doing — as a member or as an ally!
4. Engage senior leaders on the importance of ERGs and encourage them to be executive sponsors.
5. Compensate ERG leaders for their efforts on top of their day-to-day roles.
6. Self-educate by reading books, watching videos and listening to podcasts to understand the different experiences your colleagues may be facing.
7. Invest in professional development for ERG leaders – training ERG leaders in classes like storytelling or influence can amplify the collective impact within the organization.

The Electives team continues to be bullish on ERGs and the people who lead these communities in their company. So much hard work goes into the creation of and the ongoing development of an ERG.

Next time you see an ERG initiative in your company, actively participate and remember to thank the team for putting so much thought, time and effort behind the work they do.

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