Employee resource groups (ERGs) are an incredible resource and strategy that is a step towards progress, but they are not magic. As much as we could (and have) detailed the many uses and value of ERGs, it would be a shame to mistake what they are – an ongoing solution. ERGs are living, breathing problem-solving mechanisms that are only as functional and beneficial as their environment and leadership will allow.
As alerting as this may sound, it isn’t to contradict all the value that ERGs provide, but I’ve learned throughout the years that as much as you need to describe what something IS to explain its great utility, at times, it’s best to explain what something is NOT.
ERGs are quite the game-changer in DEI initiatives, but to offer a bit more assistance, here are three things ERGs are NOT.
Some organizations look at ERGs as a finger snap solution to all DEI issues. They believe that either once they launch an ERG, their issues will magically be resolved or that since they have an ERG or ERGs, that that in and of itself is the only solution needed. Wrong. As stated above, ERGs should be viewed as an “ongoing solution” and an incredibly valuable part of a much larger and layered strategy.
As much as ERGs bring people with commonalities together, these groups are not meant to be a non-professional, casual social groups. Of course, when we get together, we love to discuss current events or family life, but too much talk that strays from the agenda will make the group look more like happy hour chit-chat than the serious, strategic, solution-oriented group that it’s intended to be.
Encouraging your team to create ERGs is a strong strategy, but they cannot carry all the weight for an organization. Thinking that by starting an ERG, the organization as a whole can “kick their feet up” because the group will “take care of it” will place excessive stress and burden on the group, leading to burnout and dysfunction.
ERGs are not a replacement for policy, framework, events, leadership participation, leadership accountability, continued cultivation of an inclusive culture, and the ongoing work we all need to do to ensure we are always progressing forward.
Employee resource groups are wonderful, but take this advice and remember what they are NOT, so you can always appreciate what they truly are.
