Checklist: Getting Started with Employee Resource Groups (ERGs)
How to build, lead and grow Employee Resource Groups
Employee Resource Groups (ERGs) are a critical piece of an organization’s diversity and inclusion strategy. The traditional definition of an ERG is an “employer-recognized group of employees who share the concerns of a common race, gender, national origin or sexual orientation—characteristics protected in some instances by law and in many organizations as matter of company policy.”
The first ERGs were actually “Workplace Affinity Groups,” created in response to racial strife of the 1960s. Joseph Wilson, the celebrated former Xerox CEO, developed the concept following race riots in Rochester, NY in 1964. Wilson and his Black employees designed and launched the National Black Employees Caucus in 1970 to address racial tension and the issue of workplace discrimination.
A guide starting ERGs
When establishing ERGs, it’s important to ensure that ERG leaders have the resources they need to support their group and drive meaningful change at their organizations.
There are a number of resources available in the OpenSesame catalog that can help any organization just beginning to establish ERGs, or wanting to give more support to existing groups. To help you find the material that’s most aligned with your needs , we’ve put together this curated list of the most relevant and up to date resources available; we’ll keep updating it as new material is added to our library.
We’ve also created a checklist of steps to follow if you’re just beginning to develop ERGs. Consider it a roadmap of suggestions on what to prioritize and when.
Checklist: Getting started with ERGs
Learn the organization’s historical context in regards to Diversity, Equity, and Inclusion (DE&I)
Ask others for help and establish a framework
Get executive support and budget
Identify the general mission and focus areas of ERGs
Find people with shared interests
Define each ERG’s specific mission, scope, & goals
Organize meetings with your newly formed groups to make progress on the following:
Define the purpose of your group (e.g. networking, professional development, community support, etc.)
Identify the specific roles you still need to fill (e.g. lead/co-leads, treasury, events coordinator, membership lead, secretary etc)
Document the details in a charter and save it to a shared drive
Find an executive sponsor
Advertise your ERG & recruit members
Organize meetings and events, as per your defined cadence and purpose
Consider accessibility to make sure as many people as possible can participate.
Think about time zones and timing to make sure parents, remote employees are able to make it.
Assess the ERG’s performance
Percentage of member engagement
Member satisfaction
Membership size
Measure effectiveness, contributions, and value to employees
Pre or post-event surveys
Make plans for an organization-wide ERG annual report.
Types of ERGs to Consider
Culture, Race, and Ethnicity
Women
LGBTQ+
Minority Network
Disability Network
New Hire Network
New Manager Network
Religion or Faith-Based
Corporate Giving Network
Caregiver Network
Continuing Education Network
Wellness Network
Books about Employee Resource Groups
The ERG Handbook: Everything You Wanted to Know about Employee Resource Groups but Didn't Know Who to Ask - by Aimee K. Broadhurst
Employee Resource Group Excellence: Grow High Performing ERGs to Enhance Diversity, Equality, Belonging, and Business Impact - by Robert Rodriguez
The Power of Employee Resource Groups: How People Create Authentic Change - by Farzana Nayani
Advancing Inclusion: A Guide to Effective Diversity Council and Employee Resource Group Membership - by Deborah L. Plummer
Measuring the ROI Impact of ERGs and BRGs: Ensuring Employee Resource Group Initiatives Drive Business and Organizational Results - by Dr. Edward E. Hubbard , Ph.D., et al.