Employee resource groups (ERGs) and similar employee-led groups can play an important role in advancing an organization’s strategic diversity, equity, and inclusion (DEI) initiatives. Whether they are called ERGs, business resource groups, or something else, these groups unite individuals who share similar backgrounds or beliefs to tackle business challenges – such as talent acquisition, employee engagement, product innovation, or consumer satisfaction — all from a unique point of view. ERGs provide a way for organizations to discover new perspectives, ideas, and innovations that may otherwise be missed or even stifled.
These groups can be pivotal in fostering an inclusive workplace culture. However, poorly established or maintained groups can set back an organization’s DEI efforts, with roadblocks such as office politics, disagreement, and lack of clear progress thwarting efforts. Thriving ERGs don’t happen by accident; they benefit from clear, business-aligned parameters. It’s important to keep these 10 tips in mind as your organization establishes and maintains its ERGs.