For the last several years, every organization has had the words “diversity, equity, and inclusion” (DEI) stamped across every memo and agenda. Although many of the leaders of these organizations have their hearts in the right place and want to address these issues, whatever they may be, they just don’t know where to start. Questions like “What ARE the issues? How are our diversity, equity, and inclusion lacking? How do I begin? Where do I go for help and make sure I’m pointed in the right direction?” can all be answered by tapping into your most valuable resource – your team. And you can give your team more authority and voice, create an inclusive environment with high, positive morale, and address DEI matters at the same time through a valuable tool – employee resource groups.
Employee resource groups (ERG) are employee-led diversity and inclusion initiatives that are voluntary and formally supported by an organization. They generally revolve around common identities, interests, or backgrounds such as race/ethnicity, gender, sexual orientation, disability, religion, parenting, hobbies, or social interests.
Their goal is to create community and a more inclusive company culture, networking and development opportunities, and foster support. This employee group category may go by other names like business resource group or affinity group, which is the most common, but, no matter the name, they all have the same goal of creating space for people from different communities to feel welcomed, accepted, and valued.
The purpose of an ERG is to provide an inclusive, safe, and supportive space for employees from specific identities, commonly underrepresented groups. Support comes from the many members that comprise the groups and leadership, which is equally important. Another positive function of ERGs is to help to create partnerships and an open line of communication between the employees and higher levels of leadership. It’s through this partnership that DEI progress, transformation, and “the magic” happens.
The ERGs work to address issues, find opportunities for growth and development and devise a plan and strategy, and leadership works in conjunction to transform the employee-developed suggestions into concrete policy and procedures. It is in this process that ideas that normally address social issues become solutions to systemic issues. The most powerful component of ERGs is their ability to simultaneously address the top organizational blind spots, which are: the disconnect between the employees and leadership, the disconnect between leadership and social issues, and employees finding community and a voice to create substantial, sustainable change.
ERGs work in many ways, through meetings where they discuss the matters of the week and check in with employees, but they also have the opportunity to shine on larger stages as well by joining in and having allotted time in quarterly and annual meetings. As these larger meetings, they have the attention of the entire organization and engage them in activities like presentations, team-building exercises, and also hosting guest speakers. A carefully selected and highly talented, and captivating speaker takes the event to the “next level” by adding the elements of credibility, expertise, and authority.
If an organization has been stuck like many others, struggling to address its DEI shortcomings, employee resource groups are a fantastic way to get the team involved in creating an ideal workplace culture and environment, developing and cultivating talent, creating pipelines of opportunity, and becoming more socially aware, responsible, and contributing towards the new society we all want to live in.
My name is Jessica Cox, and I’ve delivered keynotes and presentations on disability and diversity since 2005. Let me help you elevate the awareness of your ERG with a state-of-the-art virtual speech or in-person event. Request a quote with the link below.
