ERGs that Work.

While many organizations have voiced support for ERGs, not all of them have followed up that support with action. This leads to what we call ERG Whiplash - a scenario where by failing to actually support ERG initiative through executive action and financial backing, people in those communities are more disenfranchised and alienated in their organizations than they had been before the ERGs were founded.

These steps will help you get started with ERGs. DIVERSD can make it easy.

• Establishing ERG bylaws. Draft a straightforward document that includes the ERG bylaws. To maintain fairness, employers must have rules that apply equally to every ERG.

• Maintaining ERG transparency. ERGs should establish their internal group policies (that align with company bylaws), mission statement, purpose, objectives, and role. Defining the group identity and goals can avoid stagnation and increase the chances of growth and success.

• Demonstrating inclusivity. A team member who doesn’t necessarily fit the criteria of an ERG may still want to join for personal reasons. Letting them join—as long as they don’t disrupt the group—supports an inclusive company culture.

• Fostering networking between different ERGs. An organization’s strength lies in the sense of unity between all departments and team members. Facilitating inter-ERG networking opportunities encourages people to connect. Holding optional cross-ERG recreational activities such as company sports teams, scavenger hunts, or beach clean-ups, for example, can foster relationships between team members across different groups.

• Providing leadership opportunities. Each ERG needs an employee leader from within the group. HR professionals and managers can collaborate to identify emerging leaders and coach them throughout their ERG leadership position.

As economic pressures affect more and more industries, there is growing concern amongst the overlooked that supportive programs like ERGs will be seen as expendable, and there is already evidence that this is the case. In fact, during the pandemic, we saw almost 40% more job losses for people of color. But we can manage this in your organization by highlighting the value with concrete numbers and KPIs. DIVERSD can help.