What Are Employee Resource Groups (ERGs) and How Do They Build an Inclusive Workplace?

Employee Resource Groups (ERGs) are powerful, employee-led initiatives proven to enhance workplace inclusivity, boost employee morale, and develop future leaders. By providing a safe space for connection and advocacy, ERGs directly contribute to a more productive and harmonious organizational culture.

What Are Employee Resource Groups (ERGs)?

Employee Resource Groups (ERGs) are voluntary, employee-led groups focused on fostering a diverse and inclusive workplace. Typically organized around a shared characteristic or life experience—such as gender, ethnicity, sexual orientation, or disability—ERGs offer a community for support and professional development. A key feature of many ERGs is their inclusion of allies, colleagues who do not share the defining characteristic but wish to offer support. The primary function of an ERG is to create a safe space where members can connect, share experiences, and collaborate on initiatives that advance inclusivity for their community within the company.

Why Are ERGs So Effective in the Modern Workplace?

ERGs deliver tangible benefits for both employees and the organization. Their effectiveness stems from addressing core human needs for belonging and representation, which in turn drives business outcomes like employee retention and innovation.

The following table outlines the primary benefits of ERGs:

Based on our assessment experience, organizations with active ERGs often report higher scores in employee satisfaction surveys. These groups help surface concerns—like the need for gender-neutral facilities—that might otherwise go unaddressed, turning individual frustrations into opportunities for organizational improvement.

How Can You Start an Employee Resource Group?

Launching an ERG requires careful planning and buy-in. Following a structured approach increases the group's chances of long-term success and impact.

1. Define the Group's Purpose and Scope Begin by identifying the shared characteristic or experience the ERG will represent. Ensure the group's mission aligns with the company's values and promotes diversity, equity, and inclusion (DEI). It's crucial to decide if the group will focus on support, advocacy, professional development, or a combination of these elements.

2. Gauge Employee Interest and Secure Leadership Support Before formalizing the group, gauge interest among colleagues to ensure there is a active community. Concurrently, seek support from management. Gaining leadership buy-in is not just about approval; it establishes vital communication channels and demonstrates the organization's commitment to its employees' well-being.

3. Establish Logistics and Onboard Members Once approved, formalize the ERG by defining practical details:

• Membership Criteria: Clearly state who can join, including guidelines for allies.
• Meeting Frequency & Format: Decide how often to meet and whether sessions will be in-person, virtual, or hybrid.
• Initial Goals: Set clear, achievable short-term goals to maintain momentum.

Promote the group through company-wide emails or internal communication platforms, clearly communicating its purpose and values to attract members.

To maximize the impact of your ERG, focus on clear communication with members and leadership, set achievable initial goals, and consistently use the group's collective voice to advocate for meaningful change. A successful ERG creates a ripple effect, building a more inclusive environment for everyone.