Tackling the large concepts of diversity, equity, and inclusion is a team effort. Changing company culture and improving office environments is a holistic process best addressed by everyone within the organization. The topics of diversity and inclusion aren’t ideas and behaviors you can will into existence, nor can you dictate them; it’s a democratic process. So, for organizations working toward elevating their DEI efforts to the next level, the natural progression is to include and empower the employees through Employee Resource Groups – or ERGs.
What is an ERG?
Indeed.com defines Employee Resource Groups as employer-recognized workplace groups voluntarily led by employees. These groups allow employees with commonalities to meet, support each other and produce a particular outcome that helps improve your business and their job satisfaction.
ERGs aren’t one-size-fits-all; they are dynamic and can be formed and used to address a multitude of topics. To successfully launch an ERG, it’s necessary to evaluate the organizational goals, the current workplace climate and personalize the groups to fit your specific needs.
By exploring the four ERG categories, or subgroups, you’ll discover which groups fit best for your organization to guarantee your efforts are targeted, focused, and have a substantive impact.
The four common categories of Employee Resource Groups:
Diversity Resource Groups
Diversity groups consist of employees who are underrepresented in the workplace. Underrepresentation can be based on race, gender, sexual expression, or any other characteristic which would make them an “other” within the office. These groups’ purpose is to foster an inclusive environment where employees feel safe to be themselves and express themselves.
Volunteer Groups
Volunteer groups focus community outreach efforts. They create awareness for social and community causes and participate in activities like fundraisers and interoffice education. These groups are great at building bridges between businesses and the surrounding communities.
Affinity Groups
Affinity groups are more “social” and centered in personal relationship-building around common hobbies or specific interests like fitness, books, pets, parents, hiking, etc. These groups are entertaining, inject a light-hearted spirit into the workday, and create bonds between employees from different backgrounds.
Business Resource Groups
Business resource groups (BRGs) are aligned with an organization’s business strategy and assist in achieving understanding the constantly changing dynamics of the global marketplace and the needs of consumers. Think of them as a structured, ongoing focus group. Organizations that leverage the unique strengths, views, and experiences of their employees in this way can provide consumer segmentation, increase sales, cultural insights, and access to networks.
Professional Development Groups
Professional development groups allow employees to gain knowledge, resources and enhance their skillsets by connecting them with the different levels of the organization. This development may include leadership mentorship or learning new skills beneficial to professional growth. These groups are invaluable resources as they create an in-house incubator for new leadership and talent.
To be beneficial and meaningful, you must evaluate the different types of ERGs to ensure they meet your organizational needs and goals. To be noted, ERGS are not boxes to be checked; they are extensions of the organization that better operate as a partnership between management and the team. With proper implementation, you will expand your organizational bandwidth to be successful and shatter new goals.