ERG Support: How Companies Can Build Thriving Employee Resource Groups

If you have never been a part of a corporation that leverages Employee Resource Groups (ERGs), then you may think they’re just a buzzword used to attract talent. But in reality, ERGs can provide incredibly meaningful communities to employees, and make them feel included. And believe it or not, ERGs can even help drive success at the organizational level. Launching these groups, however, cannot simply be an afterthought.

In order to make them successful, they require a fair bit of support and effort from the company. If you think that your corporation has a place for ERGs, read on to learn what steps you can take to create a culture of belonging and innovation.

Why Employee Resource Groups Matter

ERGs provide employees – especially those from underrepresented or marginalized groups – with a sense of community and belonging. But these groups go so much further than simply providing social support. Here are some ways they benefit corporations: 

• Enhance Diversity and Inclusion: ERGs can create a safe workplace by providing opportunities for dialogue about issues that might otherwise not be addressed. Did you know that 87% of ERGs promote cultural activities for all employees?

• Drive Innovation: The more diverse voices at the table, the most diverse solutions arise. To that end, ERGs can drive diverse perspectives.

• Improve Retention and Engagement: Employees who feel valued and connected are more likely to stay and thrive in their roles. Actually, over 50% of employees across all age groups are more likely to stay with a company that has ERGs!

• Strengthen Employer Branding: Companies with active ERGs signal their commitment to diversity, making them attractive to top talent. In fact, 70% of Gen Z respondents to a U.S. Chamber of Commerce survey said that they are more likely to apply for a job at a company with an ERG.

  
  

Building the Foundation for Thriving ERGs

To ensure success, companies must lay a strong foundation for their ERGs. Here’s how:

1. Secure Leadership Buy-In The first order of business should be to get executive buy in. When company leaders are on board, they can advocate for ERGs, allocate resources, and actively participate in group activities to demonstrate their commitment.

2. Define Clear Goals and Objectives Each ERG should have a mission statement and actionable goals that align with broader organizational objectives. Doing so ensures that the ERG is focused on its purpose. 

3. Allocate Resources With the support of the execs, it’s imperative to provide funding, meeting spaces, and access to tools that ERG members might need. In fact, 82% of companies surveyed by Salesforce designate a budget for their ERGs. Resources might include budgets for events, training, or guest speakers.

4. Appoint Dedicated Leaders Identify passionate employees to lead your ERGs. If they don’t already hold a leadership role within the company, be sure to provide them with leadership training and clear expectations to ensure they feel supported in their roles. And you might even go so far as to pay them for it – 42% of ERG leads receive compensation.

   
   

Encouraging Participation and Engagement

Now that the ERG is set up and ready to go, you’ll need employees on board. Here are some ways to engage your staff: 

• Promote Awareness: If they don’t know about it, they can’t join it! Use internal communications tools to highlight ERG activities and their impact.

• Encourage Collaboration: When ERGs collaborate across groups and with external organizations, they can have an even greater impact.

• Recognize Contributions: Celebrate everything – that goes for the achievements of ERGs AND their members through awards or public acknowledgment.

  
  

Measuring Impact

If you want your ERGs to have a lasting impact, you want to ensure that they keep up their momentum. To ensure their ongoing success, companies should regularly assess their effectiveness. Consider these metrics:

• Membership Growth: Track participation trends over time.

• Employee Feedback: Conduct regular surveys to understand how your ERGs are influencing overall workplace satisfaction.

• Event Participation: Measure attendance and engagement at ERG-hosted events.

• Business Outcomes: Evaluate how ERG initiatives align with and support company goals. The more the two are aligned, the more successful they’ll be. In fact, ERGs can contribute to a 20% increase in sales and productivity.

  
  

One important item to take away is that ERGs don’t simply thrive on their own. When they’re successful, it’s thanks to intentional efforts by companies that value inclusion, provide resources, and advocate for diversity. By following the steps outlined above, organizations can truly support employees, build a solid community and workplace culture, and drive change. Investing in ERGs is more than just good practice — it’s a strategic advantage that can be the impetus for innovation and growth.

Let's Take the Next Step Together

Training leaders to build strong employee resource strategies is the foundation of the CARRY™ Consulting process. Book a consultation with CARRY™ Consulting today to enhance your ERG offerings and start driving real change in your organization.