What are the best ways to create and support Employee Resource Groups?

1 Define the purpose and scope of ERGs

Before launching any ERG, you need to have a clear vision of what the group aims to achieve, who can join, and how it will operate. You can start by conducting a needs assessment, surveying your employees, and identifying the gaps and opportunities for diversity and inclusion in your organization. Then, you can draft a charter or a mission statement that outlines the purpose, goals, objectives, and activities of the ERG. You should also define the roles and responsibilities of the ERG leaders, members, and allies, and set some ground rules for communication and collaboration.

2 Provide resources and support for ERGs

Creating an ERG is not enough; you also need to provide ongoing resources and support for the group to thrive. This can include allocating a budget, providing a meeting space, offering training and mentoring, and recognizing the achievements of the ERG. You should also ensure that the ERG has access to senior management and decision-makers, and that their feedback and suggestions are taken into account. Additionally, you should encourage cross-functional and cross-cultural collaboration among different ERGs, and create opportunities for networking and learning from each other.

3 Measure and communicate the impact of ERGs

One of the benefits of ERGs is that they can have a positive impact on your organization's culture, performance, and reputation. But how do you measure and communicate that impact? You can start by defining some key performance indicators (KPIs) that align with your organization's goals and values, and track them over time. For example, you can measure the engagement, retention, satisfaction, and productivity of your ERG members, as well as the diversity, equity, and inclusion metrics of your organization. You can also collect qualitative data, such as testimonials, stories, and feedback from your ERG members and stakeholders. Then, you can use various channels, such as newsletters, social media, intranet, and events, to share the results and celebrate the successes of your ERGs.

4 Foster a culture of belonging and appreciation

Finally, the most important way to create and support ERGs is to foster a culture of belonging and appreciation in your organization. This means that you value and respect the diversity of your employees, and that you create a safe and supportive environment where they can be themselves, express their opinions, and contribute to the common good. You can do this by promoting a growth mindset, encouraging feedback and dialogue, acknowledging and rewarding achievements, and addressing any issues or challenges that may arise. By doing this, you can not only enhance the effectiveness of your ERGs, but also the engagement and happiness of your entire workforce.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?