Guidance for New HR/DEI Leaders: Launching ERGs in the Early Stages of Your DEI Journey
Lola Adeyemo
Helping HR & DEI Leaders Develop High-Impact ERGs That Drive Employee Engagement and Retention | Trusted by 20+ Organizations
Employee Resource Groups (ERGs) are a great way to impact your organization's culture, particularly regarding inclusion. Your organization's diversity, equity, and inclusion (DEI) can be transformed into action through ERG, BRG, and Affinity groups that provide a platform for employees to connect, support one another, and advocate for what is currently missing within your organization. One of the most common questions from newly hired Talent/HR/DEI leaders "tasked" with creating these groups is deciding which ERGs to start. Here are ten areas to consider as you determine your readiness and what groups to form:
1. Assess Your Organizational Needs:
Start by conducting a comprehensive DEI assessment within your organization. Identify areas where diversity and inclusion can be improved. Review gathered data, collect new if needed, and make sure you start data-driven. Are specific groups or communities underrepresented or face unique challenges in your organization/industry?
2. Employee Input Matters:
Engage with your employees. Seek input from individuals who are passionate about DEI and inclusion. Conduct surveys or focus group discussions to gauge interest and gather insights. Employee feedback is invaluable in identifying the ERGs that will have the most impact. This will influence where to start.
3. Align with Organizational Goals:
Ensure the groups selected to kick off the ERG journey align with your company's mission, values, and DEI objectives. Each ERG should contribute to the broader organizational goals. For example, if your company strives to increase gender diversity in leadership roles, consider starting a Women's Leadership ERG.
4. Consider Representation:
Look at your workforce composition. Are there underrepresented groups that could benefit from ERG support? Common ERGs include those focused on race/ethnicity, gender, LGBTQ+, disabilities, veterans, and working parents. However, consider emerging groups, like neurodivergent employees or first-generation professionals.
5. Collaboration Vs. Fragmentation :
Consider the potential impact of each ERG. Will it help raise awareness, drive change, or provide essential support? Some ERGs focus on advocacy and awareness, while others concentrate on mentorship and professional development. Your organization might need a combination of both or a focus on one to start. Avoiding fragmenting your efforts is crucial. Ensure that you have critical mass for each ERG. If you have limited resources, it may be more effective to have a few strong ERGs rather than many small ones. A focus on the Intersectionality perspective can breed collaboration and amplify little efforts.
6. Scalability and Sustainability:
Consider the long-term sustainability of your ERGs. Can they maintain momentum and engagement over time? Consider how each ERG can scale its efforts and evolve as your organization grows. Remember that ERGs evolve, and looking forward to the next 1-3 year plan can help you make the right choices.
7. Leadership and Engagement:
ERGs are employee-driven. Can you identify passionate and dedicated leaders for each ERG? Leadership is crucial for the success of these groups. Leaders should be committed to the cause, available, and willing to invest time and effort into ERG activities. If you dont have individuals willing to do the work to get this off the ground, that might not be the best ERG to start with.
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8. Evaluate Resources:
Assess the resources available for each ERG to kick off. Do you have the budget, support, and infrastructure to effectively launch and sustain these groups? Adequate resources are vital for ERG's success. The resource evaluation can help determine how many you can effectively start with.
9. Piloting ERGs:
Consider piloting a few ERGs initially to test their viability and impact. Once you see positive results, you can expand or create additional ERGs as needed. This also provides the data to justify scaling, which builds trust for generating more interest, commitment from leadership, and employee engagement.
10. Hire ERG Consultants:
Are you ready for ERGs? At EQImindset, Besides helping companies support their ERG operations and ERG leader development, the ERG consulting aspect begins with assessing what layers must be addressed before you launch ERGs. Get outside help and gain insights from experts and examples from other companies to guide you so you can make the right decision for your organization.
Sometimes the answer to starting ERGs is "not yet"
There are just a few flags that it is a "not yet":
Remember that ERGs aim to create a more inclusive workplace where everyone feels valued and supported.
Not yet means acknowledging a few more steps that needs to be prioritized to set the ERGs up for success.
When these groups are appropriately set up, support is high across the organization; engagement is high, retention increases, and business success is impacted. Choosing the right ERGs is a strategic decision that should align with your organization's DEI goals and contribute to a culture of belonging. By carefully considering these factors, you can make informed choices that drive positive change and inclusivity within your organization.
Such a great read!
Millennial parent educating and empowering independent women, LGBTQIA+, and Employee Resource Groups to give them a fair shake in this world.
1 年This is basically the blueprint for dei groups - so much value!