Employee Resource Groups (ERG's) (sometimes known as “Affinity Groups” or “Diversity Groups”) are one of the many tools companies use to support Diversity and Inclusion. ERGs create an open forum for employees to meet and support one another in building their community and sense of belonging.
What are the attributes of the most successful ERG’s? Over the past five years, CFW Changing the Conversation has created Roundtable Sessions bringing together ERG leaders from startups to global corporations across several industries. We’ve noted that the most effective ERG's are well-funded, have executive support, their goals are aligned with corporate OKR’s, and ERG leaders have a seat at the decision making table.
We’ve also discovered that the most successful ERG's have one thing in common: collaboration. They work with other ERG's to secure executive sponsors and collaborate across departments to work towards equality. For example, at a well respected Financial Media Company, the LGBTQ employee group collaborates closely with the Women Leadership Group, pooling budgets for events, working together to secure speakers, and advocating to executive sponsors on behalf of each other.
ERGs are an important way that companies can continue to maintain and build momentum for DEI initiatives.
If your ERG is looking for ideas for how to end 2020 safely, virtually, and in a tone that aligns with the confluence of challenges we have faced this year, below are five easy to implement, no-budget-needed, and highly actionable suggestions:
1. Collaborate! Meet with other ERG leaders and ask what policies and issues are top of mind, then work together on a joint issue that affects intersectional employees. For example, the Women in Sales Group might be worried about a maternity leave policy that doesn't pay a commission; women in other ERG's might be concerned about a maternity leave policy that excludes hourly employees, and men might be concerned about a very short parental leave. Consider how you could come together to advocate for a more inclusive policy.
2. Support a good cause! Especially this year, there are so many in need, including non-profit organizations supporting gender equality, immigrant rights, anti-racist policies, advocacy, opportunities in tech, and LGBTQ rights. After you’ve identified an organization that aligns with your ERG and corporate values, the process of launching and running a fundraiser is made all the easier with free platforms like JustGiving or GoFundMe.
3. Read a good book, start a conversation! To gain different points of view, co-sponsor your book (or podcast!) club with other ERG’s. Consider inviting executives and those who may identify with the majority group— those essential allies and potential advocates— to listen to and/or join the conversation, even if they haven’t read the book. Pro Tip: Set ground rules to ensure everyone feels safe speaking up, and clarify that the guests are there to listen and learn and not to justify or defend company policies. Follow up with those executives and see if they are open to being allies to your ERG and advocate for your group members at the decision-making table.
4. Take action! How is your company supporting employees through recovery from COVID19? Ask about current company policies and ensure that those plans are inclusive and fair. If remote work has become the norm, advocate for employees who might not have ideal work from home circumstances and ensure that everyone has equal access to resources. Will stipends for high-speed internet, cell phone bills, and equipment, be extended to all employees? Check out Equity Sequence for a framework that can help decision-makers ensure that policies are equitable.
5. Celebrate together (remotely, safely)! Host a virtual “bring a friend" get-together to close out the year. Ask members of the ERG to invite a friend who is not active in another ERG’s and use the opportunity to gain allies. Make one specific ask of the new allies; for example, ask them to commit to combat micro-aggressions with micro-affirmations. Tip: virtual meetups are more effective when they’re smaller or make use of break-out groups in Zoom.
As we wrap up a year that has been overwhelming, exhausting, and incredibly challenging, it is tempting to take our foot off the pedal and focus on the "must do's" instead of the "optional do's." But a commitment to building a more diverse and inclusive organization isn’t optional; and your ERG can play an essential role in achieving the DEI objectives you set earlier this year and building momentum to move the needle in the new year.
Reach out to our team if you’re seeking a sounding board as your ERG drafts plans for 2021, and if you’d like to be included in our next ERG benchmarking group. At CFW Careers we have 47+ years of expertise building, supporting, and growing diverse teams. Learn more about our unique approach here.