Employee Resource Groups (ERGs) Best Practices for 2023
Since the pandemic, many businesses have redefined how they operate. Workforces are not only becoming more dispersed but are also placing a heightened focus on their employee resource groups (ERGs), likely in response to the current climate surrounding racial inequality.
As much as we celebrate this newfound emphasis on diversity and inclusion, we must continue to prioritize these values to create a company culture where employees with similar interests and backgrounds can come together, collaborate, and feel a sense of belonging.
Having a successful ERG is one of the most effective ways to attract and retain top talent. In a time of such high turnover, companies big and small would benefit immensely. But how do we ensure we have an ERG that is made to last? This list of best practices for 2023 is sure to guide you there.
Give Autonomy to Define Goals & Guidelines
Providing autonomy to your employee resource group(s) allows them to define their group, who is eligible to join, and their goals without any management dictating the process.
Encouraging your employees to run the ERG will give them the freedom to set expectations and boundaries that reflect their values. It will also give them complete control over when and where to schedule their meetings, the way the meetings are structured, how they manage funding, and the leaders they choose.
When group members have a solid outline in place, running the ERG will become that much simpler. Not only that, those who are interested will have a clearer understanding of what they’ll get out of it if they join the community.
Get Support From the Top
An ERG won’t get off its feet without support from senior management and executive sponsors. Unfortunately, many employee resource groups struggle with this. A recent study shows that many ERG leaders don’t have the budget, resources, authority, or allies to thrive. Leaving many members feeling unappreciated in the workplace.
An easy way to avoid this is to have the CEO sponsor your ERGs. When C-suite and other senior management are on board, your employees will get the acknowledgment and support they need. You can also encourage your other employees to participate in the funding to further promote diversity and inclusion. Getting support from all levels creates a company culture that will only become stronger.
Encourage Collaboration and Transparency
Your ERG should feel encouraged to share their ideas and experiences and voice their hopes and opinions without fear of judgment or retribution. Open feedback and communication are key to having successful ERGs. Let your employees know they can be transparent with each other and leadership.
You can also get multiple ERGs from your company to collaborate. Just because they have different affinity groups doesn’t mean they can’t get together to connect and share ideas! After all, ERGs are about bringing communities together, no matter what background they come from. In doing this, these groups can lift each other up, learn from one another, and accomplish their goals.
Plan an ERG Event
Hosting an ERG event is one of the most impactful ways to bring communities together, but planning an ERG event that is inclusive is easier said than done. Successful ERG events should be immersive, empowering, educational, and—most importantly—fun!
There are many things to consider when planning your ERG event. If you don’t know where to start, we made The Ultimate ERG Checklist, which walks you through the entire process. Here’s a general overview:
Support Black, LatinX, APA, LGBTQ+, and Women-Owned Venues.
Incorporate activities that are culturally relevant.
Support brands that look like the communities you serve.
Include feedback so you can better plan the next event.
Planning your team’s Black History Month event? Celebrate conveniently with super engaging virtual BHM events planned by Happied that boosts team morale and connectivity. Happied makes it easy for you to create engaging events that build community at your company, saving you time, money, and stress.
Provide Tools for Measuring Success
Just like with any project or organization, providing methods for tracking success will help you determine what is working and what is not. No matter how well you think things are going, you will never truly know if the topics you cover meet every ERG member’s needs until you get the necessary feedback.
Sending out polls and surveys are great ways to ensure that every member feels supported and satisfied with their experience. You can also provide budget-tracking tools, road-mapping templates, support in setting up metrics, and create a digital platform where members can communicate. That way, when you find yourself at a roadblock, you’ll have the data to help you continually improve.
Stronger Together
As the age of the Great Resignation casts its shadow upon company after company, it’s essential that we take the time to listen to our employees and mobilize sustainable practices that allow them to feel valued, engaged, and secure in the workplace.
ERGs provide a safe space for those with similar, underrepresented cultures and backgrounds to connect, share experiences, and be a voice for those in their community. If you’re looking to create or refine your ERGs, Happied is here to help! Whether you’re planning for the LatinX engineering group or the Black attorneys' network, we have you covered with thoughtfully curated experiences!
