How to Lead an Employee Resource Group (ERG) for your Organization

When you realize you don’t have all the answers, it’s the perfect time to begin?

The DEI committee at Achievers strives to cultivate an inclusive, adaptable, and socially equitable culture of belonging. Achievers’ employee- and volunteer-run employee resource groups (ERGs) are closely related to this mandate.??

Like the DEI committee, ERGs are initiatives that foster more diversity, equity, inclusion, and belonging (DEIB) in the workforce. ERGs are a way for employees to bring their whole selves to work: their beliefs and lifestyles – while creating environments for others to do the same.??

Here at Achievers, we have many ERGs: Achievers Women’s Network, Achievers Cares, Achievers Wellness, Achievers Proud, and?Achievers Mentorship Program. This article will offer advice from the co-chairs of Achievers Proud about launching and leading an ERG at your organization.?

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Connect with your “why”?

The perfect list of qualifications for an ERG founder doesn’t exist. However, you must be passionate about the space you are advocating in, as this will intrinsically be your motivator. Likewise, expect to draw on your reserves of resilience. Plans won’t always play out how you expect, and that’s okay. Your fervor for your ERG’s mission will keep you motivating others in pursuit of your goals.?

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Vision and mission?

Your ERG’s vision and mission will depend on your aspirations. You may want to tier your mission to get clear on priorities for the ERG’s goals: serving employees, aligning with the DE&I goals of your company, contributions to the community. You may find these?vision?and?mission?guides helpful, designed for organizations but work just as well for ERGs.?

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Build your strategy on collectivity?

Building a formalized ERG with a steering committee, a mission, vision, and measurement that you hold yourself accountable to won’t be built overnight — it truly takes a village!?

?An ERG can’t be successful without superstar employees consciously choosing to continually find the energy, time, and creativity to serve their fellow employees, the organization, and the communities they’re a part of.?Therefore, be sure you find the people at your organization who will go above and beyond to represent your ERG and drive its mission forward.

However, if you’re an ERG leader, you must also remain diligent in representing your group. Get strategic with partnerships: cross-promote your ERG to your organization’s DEI committee, if one exists, and be creative in teaming up with other ERGs on initiatives. Don’t be hesitant to lean on those working outside of your organization in your community, too.?

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Celebrate your achievements?

Achievers Proud has been able to celebrate as an organization with events such as drag bingo, a speaker series, an education series, and a campaign to include pronouns in employee communications.??

Include the organization in celebratory events and messages highlighting your ERG's progress and outcomes. A Slack or Teams channel to reach all employees with announcements and keeping top-of-mind with micro-presentations in all-hands and town halls go a long way in building your ERG’s presence and growth.?

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Be prepared for the tougher stuff?

As a leader in a group faced with unique challenges in a world that is still progressing toward inclusivity, there will be times when you’ll be asked questions, to weigh in, or to speak on behalf of the ERG during certain moments.?

Ultimately, every time an ERG addresses an issue, make sure it ensures two things: that a space is created for safe, non-judgmental discussion and that vetted resources are provided for employees to learn, get assistance, or help.?

Consider consulting with your HR team for support and partnership in providing safe spaces for discussions and opportunities to offer ongoing resources for employees or reminders of resources that may already be available, such as those included in employee benefits.?

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You won’t have all the answers?

Building an ERG is a new endeavor that many organizations are navigating without a great deal of previous experience and in environments of great change. You won’t have all the answers. The important thing, however, is to be willing to do the work: always learning and growing as progress is made. Remember that progress must be collective, thoughtful, and intentional to be successful and have impact.?

As organizations are realizing the importance of real, ongoing DE&I work and making it happen through ERGs, a lot of people see brighter days ahead.?