What are employee resource groups (ERGs)?

Diversity and inclusion programs have become a fixture of the workplace in the last decade in parallel with employee resource groups (ERGs). ERGs date back to the 1960s, when Black workers at Xerox organized to address race-based tensions. In modern-day workplace environments, these groups continue to support and guide employees.

The vast majority of Fortune 500 companies now feature ERGs, including notable organizations such as Zillow, Ernst & Young LLP, KPMG, and AT&T. And it’s easy to see why. ERGs elevate efficiency and employee engagement. Any ambitious organization should be aware of ERGs and how they work. 

What is an ERG?

Employee resource groups are voluntary, employee-led groups that foster a diverse and inclusive workplace in cooperation with the organizations they serve. They support personal and career development while providing a safe space for employees to express varied identities and experiences. ERGs are also known as affinity groups, business resource groups (BRGs), and employee networks.

These groups aim to elevate marginalized voices among staff while driving employee engagement and efficiency. ERGs are also credited with improving working conditions, enhancing the physical work environment, and instilling a sense of belonging among employees who share common (typically marginalized) characteristics, interests, backgrounds, and belief systems.

In recent years, these groups have come to play a foundational role in workplace culture, providing a platform for employees to connect, share experiences, and lend authentic support to one another.

Critical focus areas for ERGs

ERGs may emphasize marginalized identities of race, gender, sexual orientation, religion, or disability, as well as common interests.

• Race and ethnicity: ERGs support employees from diverse racial and ethnic backgrounds.
• Gender: Support for gender equality is also core to the ERG drive, especially for women in the workplace.
• Sexual orientation: ERGs build and maintain safe spaces for LGBTQ+ employees.
• Disabilities: Some groups support employees with disabilities, promoting accessibility.
• Interests and hobbies: ERGs also form around shared interests, such as environmentalism, sports, and games.

ERGs help organizations understand and address employees’ challenges while strengthening efficiency and productivity.

Types of employee resource groups

In addition to catering to various target demographics, ERGs also serve several distinct purposes that provide unique value to their members.

Diversity and inclusion groups

Diversity and inclusion (D&I) ERGs emphasize diversity, equity, and inclusion within the organization. Such groups are centered on specific identities of race, gender, sexual orientation, religion, or disability. They aim to build and sustain a more inclusive workplace by raising awareness, providing support, and advocating for equitable policies and practices.

Volunteer groups

Volunteer ERGs encourage employees to engage in community service and give back to the community. These groups typically align with the organization’s mission or values, facilitating volunteer work and charitable events. Volunteer groups enhance a company’s sense of social responsibility while strengthening team-building skills and camaraderie among employees.

Affinity groups

Affinity ERGs bring together employees who share common interests, hobbies, or demographic characteristics. These groups help employees build a sense of belonging in service to the organization while forging personal connections outside of their professional roles. Affinity-based employee resource group examples include young professionals, veterans, and LGBTQ+ groups.

Professional development groups

Professional development ERGs emphasize the career growth and development of their members. They provide networking opportunities, workshops, mentorship programs, and other resources to help employees enhance their skills and careers.

Benefits of employee resource groups

Employee resource groups deliver numerous benefits to employees and the organizations they serve. Here are six significant perks:

Empower collaborators to share their voices

ERGs create a platform where employees feel safe expressing their thoughts, ideas, and concerns. Open communication fortifies a deep sense of belonging and a culture of inclusivity throughout the organization.

Provide mentorship and support

ERGs connect members with mentors and provide a support system that helps employees grow their career prospects in tandem with personal development. Such mentorship leads to enhanced confidence and professional trajectories for employees.

Raise awareness of how identities impact workplace experiences

ERGs also educate the broader workforce about different identity groups’ unique challenges and experiences. This awareness helps build empathy and understanding, forging the path to a cohesive, supportive, and satisfying work environment.

Increase cultural understanding and appreciation among all employees

ERGs’ promotion of diversity and inclusion helps people from different cultures, backgrounds, and perspectives collaborate productively. This encourages international teamwork, which is essential in today’s globalized market.

Higher employee engagement and increased job satisfaction

When employees are involved in ERGs, they often feel more engaged and content in their role. Since ERGs provide a sense of community, workers are more motivated, reducing turnover rates.

How to start an employee resource group

Creating and supporting a functional employee resource group involves several critical steps to ensure success and sustainability:

1. Gather all the data needed

Collect baseline data on employee experience and identify the gaps among different groups. Employee surveys can help here, and analytics tools will highlight the state of diversity and inclusion within the organization.

2. Define goals

Clearly outline the ERG’s mission, vision, and core objectives. It needs specific, concrete aims centered on improving workplace inclusivity, supporting underrepresented groups, and generating new professional development paths.

3. Establish a budget

Allocate a realistic budget to support ERG activities within your organization. Events may include workshops, outings, and networking opportunities.

4. Offer executive sponsorship

Garner support from senior company leaders to advocate for the ERG and provide strategic guidance. Executive sponsors can bridge the gap between the ERG and corporate leadership, ensuring the group’s goals are fundamentally aligned with the organization’s well-being and growth.

5. Encourage participation

Promote the ERG to every employee and invite them to participate, whether as members of the group or allies to the specific identity the group serves. Use internal communication channels like intranet, in-person meetings, or newsletters to raise awareness and encourage involvement.

6. Track progress

Implement a system for tracking the ERG’s progress and measuring its success throughout the organization. This can also help solidify the funding request to secure its continued existence in the organization. Regular review metrics corresponding to employee engagement, retention, and satisfaction will indicate the effectiveness of the ERG’s efforts.

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