The Potential of ERGs and Why Your Organization Needs Them
Employee Resource Groups (ERGs) began in the 1960s as workplace affinity groups. These affinity groups worked to address common concerns from groups of employees belonging to (newly) legally protected identity groups. Today, the roles of ERGs have expanded but these groups remain intent on supporting “diversity, equity, and inclusion” in the workplace. ERGs continue to be a powerful tool in creating more belonging and agency within organizations. ERGs aren’t only on the rise in corporate America. The resurgence of ERGs and their role in workplace wellbeing has expanded into the non-profit and educational work sectors as well. Given the sometimes significant difference across work sectors and environments, why are ERGs still needed and making a difference in various types of organizations? ERGs that are situated with access to top leaders, funds to support their development, and experience mutual respect with their company have the ability to transform and truly build a more inclusive work culture.
You don’t have to take my word for it, here is what the research and many otheres I have spoken with have to say about the benefits ERGs for organizations:
Foster a more inclusive work environment through an improved sense of belonging and morale for those participating in the ERG.
Create a better employee experience: By building community, and connecting employees to effective advocacy efforts ERGS help improve the quality of the workplace
Promote a culture of inclusion and learning: both inside the ERG with the potential to expand beyond into the organization.
Improve an organization’s innovation: By creating spaces for employees to build meaningful relationships, advocate for change, and professionally develop can leave employees feel nourished by their place of work and able to innovate from a place of abundance.
Increase psychological safety in the workplace by creating spaces where staff can be themselves and microaggressions occur less frequently
Increase employee engagement through avenues for engagement that support employee growth, learning and development.
Increase accountability structures and reporting within an organization
Create social connections that support employee well-being
Help propel the mission, vision, and purpose of the organization
Build remote community (can be great for our hybrid workplaces)
Retain employees at a higher rate, especially those who are part of groups that historically have been intentionally exploited.
They are an expectation of the new workforce
Provide employees ways to solve issues that could otherwise end up in HR and EEO (Moses Milazzo)
Provide leadership development
Provide educational opportunities for all employees
Support developing talent pools
Provide strategic guidance to the institution when nurtured
Expected by the new generation of employees as a basic practice of caring for employees
Many of the above have been shown* in different studies to link back to the well-being of an organization and its ability to make a profit. Creating ERGs is the right thing to do for organizations that say they care about DEI. Invest in your employees, and an organization can go far! If you have questions, reach out or feel free to check out the Transformative ERG Toolkit that is now available to purchase and download
*Jennifer Brown Consulting
