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Employee resource groups (ERGs) have emerged as one of the gold standards of an inclusive workplace model. Employee led, voluntary groups like ERGs create a sense of community and belonging within the business. However, for truly meaningful change, the group cannot just exist – it must thrive.
Here are six key strategies to help your ERGs become more than just a box ticking exercise. By the end of the article, you should have a clear strategy in mind for ensuring your ERGs become truly integral to the success of your business:.
1. Secure Executive Sponsorship
Executive sponsorship in ERG activities lets everybody know that the company is fully committed to diversity and inclusion. Executive sponsors should actively and visibly support the group, advising them and advocating for them. Ideally, executives will be willing and able to provide advice, resources, advocacy and help with changing relevant policies within the company.
By being involved and recognizing the benefits these changes can make, executives supporting the ERG will encourage wider engagement from employees, stakeholders, and customers.
2. Elevate Your ERG Members
Offering professional development for your ERG members will boost their impact. By learning about project management, training, budgeting and also accessing mentorship programs, your members can enhance their effectiveness, and the group as a whole can serve as an incubator for future inclusivity and diversity leaders.
3. Foster A Culture Of Inclusivity
Studies tell us that inclusivity within a company is a competitive advantage. That kind of inclusivity should extend to your ERG group too, who should be considered integral to the company and not just a box ticking formality.
Inclusivity should be active across the group itself and the company, with anyone eligible joining the group and welcomed into it, as well as collaborations among the different ERG groups being encouraged. The more diverse and inclusive the company, the more able the ERG is to thrive and do good work.
4. Measure & Communicate Impact
Have metrics in place to measure how effective your ERG activities are within the business. These impacts should then be communicated throughout the company, reinforcing support and underlining the value of the group. Any areas that need work should be identified and transparently communicated, encouraging a culture of accountability and a focus on growth.
5. Offer Tangible Resources
ERGs require more than words to help them achieve great things. They thrive on resources like funding, places to meet, access to useful technology, and a way to apply for project funding. With these resources on hand, your ERG will be able to host events, offer workshops, and start initiatives that help to achieve their goals.
Even charities struggle to cover their costs with the help of grants and funding from major organizations. So don’t underestimate the financial support your ERGs will need. Recognize the importance of these employee-led groups, and put aside adequate funding to keep them going.
6. Recognize Achievements
Statistics tell us that only one in three US workers feel that they receive recognition or praise for doing well in their job. Recognizing and celebrating achievements is essential in motivating ERG members and letting them know their efforts are worthwhile. Awards, company notice boards, newsletters, and gifts show ERG members that their efforts are seen. This will boost morale and highlight how great having an ERG is within the company, further garnering support for the ERG business-wide.
It’s time to move beyond box ticking and put ERGs at the heart of an effective inclusive workplace model. Use the strategies above to empower your ERGs with genuine support and resources, enabling them to make meaningful changes within your business.
