Employee Resource Groups accelerate inclusion
Ninety percent of Fortune 500 companies have ERGs. Often as employee-led, voluntary groups that aim to make the workplace more inclusive, ERGs are organized by employees who share common characteristics, which could be based on identity or interests. These groups exist to create psychologically safe spaces where employees can share their unique experiences and often engage allies.
Engage Allies in ERGs
With an increased focus on the legality of inclusion work, it is important to underscore that inviting and engaging allies in ERGs is not only a best practice, but it avoids the unnecessary legal risk of being perceived as exclusionary. When engaging allies, it’s important that ERGs set clear expectations for participation.
For example, if an ERG is discussing potentially traumatic or triggering content, it’s important to set the expectation that the role of allies is to listen to learn, not to judge or take up space. Often, ERGs have specific programs for in-group members and programs open to the full organization and allies. It is critical to reflect on who this content is for when deciding topics and inviting the target audience.
Map ERG plan and program to the Impact you want to make on the organization
ERGs need to be grounded in a unique purpose. It’s critical at ERG programs and plans are mapped to the impact that they hope to have on the organization. Perhaps it’s innovation, diversity of thought or increasing engagement and retention for historically marginalized groups. Have a clear purpose and business problem the ERG is helping to address.
For example, an organization our team worked with had an ERG charter with their mission, vision, and goals for the current year and subsequent years. They mapped their initiatives around their pillars for success of community engagement, continued learning, and innovation.
Welcome Senior Leadership as Sponsors
To be successful, senior leadership needs to be involved in ERG initiatives. Having someone from the C-Suite as a sponsor and ally in regular attendance signals to everyone this is important. Set the expectation for senior leadership to sponsor ERGs and participate in meaningful ways throughout the year.
It’s important that senior leaders understand the issues that they themselves may not have faced personally. This not only helps them be more inclusive as leaders, but gives them the diverse perspectives needed to make decisions that reflect the communities they’re hoping to serve.
Employee Resource Groups are vital to fostering a diverse and inclusive workplace and play a key role in enhancing the overall employee experience. To ensure their long-term success and maximize their impact, active engagement with allies is essential. Allies can amplify the voices of ERG members, support their initiatives, and help create a more inclusive environment for everyone. ERGs should clearly define their objectives and map their activities to measurable outcomes that align with the organization’s overall inclusion strategy. This will help demonstrate the group’s value and impact, and secure ongoing support from leadership and other stakeholders. Having a senior leader as a sponsor can provide the ERG with greater visibility, access to resources, and influence within the organization. Senior leaders can also serve as role models and champions for the ERG’s mission, helping to create a culture of inclusion and belonging.
Next Pivot Point offers customized solutions and programs for ERG leaders and their networks. Whether your ERG needs workshops to celebrate heritage months or awareness days, strategy sessions to map our goals and priorities, or you’d like to gain more allies in your organization – contact Next Pivot Point today to chat about a custom solution for your needs.