Employee resource groups can help foster a company’s inclusion, diversity
Dear Sam: My company lacks any sort of affinity for employee resource groups to celebrate and support diverse populations. We have about 500 team members, so I am kind of surprised that we don’t have anything like this yet. We have grown really quickly, so I am imagining that the human-resource department is still sort of catching up and is focused on recruitment — and maybe not as much just yet on retention. How would I go about creating such programs? — Ian
Dear Ian: I am so impressed that you are thinking of starting an employee resource group (ERG). These employee-led groups are some of the best ways companies can shape their culture, promote an inclusive environment and positively impact employee retention.
I am assuming you have already defined the focus of your ERG — race, gender or
any other defining characteristic that group members may share — and that you’ve possibly identified the leader from whom you are going to seek buy-in. When I perused the ERGs of several large organizations, I found groups with focuses that include African, black, American, Caribbean, Asian Pacific American, disabilities, Latino, LBGTQ, millennials, women in tech and more. Hopefully, this gives you some ideas of the diversity of the ERG you could create.
When launching an ERG, some employees focus on an organizational need and work with an associated executive sponsor to help support closing that gap. For instance, if you believe your organization struggles with engaging and retaining millennials and that is something you identify with, creating an ERG focused on that guiding principle would be a great way to not only retain existing diverse team members but also to recruit new talent. Be specific when you define what your group is, who it is for and what its objectives will be.
Next, promote the ERG internally, understanding that you do not have to have high interest and engagement at first to get the ERG off the ground. Strive to get a handful of members if you can, promoting the group through your company’s internal communications channel. The group will grow organically from there through word of mouth. Be specific in your communications so team members will clearly understand if the group aligns with their purpose, passion or key identifiers.
Once your group is up and running, continue to advance its mission and vision by connecting the group and its initiatives to how it can influence your business. Remember, for continued sponsorship, your ERG must illustrate how it positively impacts culture, engagement, inclusion and more.
Be clear in defining your value proposition and supporting ERG members who seek to share their voices within and beyond the group. Try to reach beyond the obvious employees who identify with the theme of your ERG and engage others who share similar beliefs but may not possess the same characteristics. This will ensure that your ERG truly is inclusive, represents the diversity of your organization, and promotes innovative thought and sustainable positive change and influence.
During your ERG meetings, consider hosting guest speakers on topics of interest, coordinating social outings, inviting internal executives to share through leadership or initiating involvement in the community — the possibilities are endless. The point of an ERG is to foster camaraderie, to address shared concerns, to provide support for one another and to advance a caring community.
I would love to hear about the ERG you plan to create and about its success.
— Samantha Nolan is an advanced personal-branding strategist and career expert, and is the founder and CEO of Nolan Branding. Do you have a resume, career, or job-search question for Dear Sam? Reach Samantha at dearsam@nolanbranding.com. For more information about Nolan Branding’s services, visit www.nolanbranding.com, or call 888-9-MY-BRAND or 614-570-3442.