Signs You are Ready to start a Transformative ERG

Employee Resource Groups are both an expectation of new employees and groups that can truly support an organization in building a more inclusive workplace. ERGs do this through building community, creating a place for feedback and advocacy, and tending to the needs of employees. When I set out to create a toolkit for folks wanting to start an ERG, I wanted to share the skills and tools that not only help you build an ERG within your organization but build a transformative ERG. I want to help you build an ERG that has access to power, meaningful relationships, and is able to influence and be a part of changing organizational culture towards greater inclusion.

• So how do you know if you’re ready for this type of ERG? Take a look at this list below to see how many of these resonate with you?

  • You are seeking a meaningful community at work

  • You have sought mentorship but have been unsuccessful in finding strong mentors

  • You have countless conversations in which you educate colleagues about fill-in-the-blank identity and are frustrated that cultural basics are often misunderstood

  • You work at a place that is performative in how it engages topics of gender, sexuality, disability, race, ethnicity, veteran experiences, etc. Examples of performative diversity, equity, and inclusion (DEI):

  • A rainbow logo goes up for Pride month but there is little done internally to support health benefits or structural support for LGBTQ+ employees

  • The organization invites a heritage month speaker for Black History Month but has never done an internal audit of pay structures to build reliable pay transparency and address pay gaps for Black, Indigenous, and People of Color (BIPOC) and women at the company

  • There is a monthly newsletter that features a DEI section showcasing community events or people with fill-in-the-blank identities (e.g., famous women in STEM) without any internal-facing structures to support these identities or themes being discussed

  • The organization seeks to profit off of identity groups without centering their experiences, receiving feedback from the groups, or making changes to support the groups (e.g., salary increases, roadmaps to promotions, mentorship, belonging, adequate benefits, etc.)

  • The organization has written a letter or internal memo about a current event (e.g., events surrounding racism, gun violence, or the overturning of Roe v Wade), but has not committed any resources to demonstrate care for employees when it comes to their race, ethnicity, gender, safety, or health

  If any of these bullet points resonate with you, you’re probably ready for a transformative ERG at your place of work. While I’m about to launch a toolkit to help you do this, I’m always open to discussing your needs and interests on this topic so feel free to schedule an appointment or check out the website where you can purchse the Transformative ERG Toolkit.