At many of the DEI-focused events and conferences that I go to, I often meet people who represent one of their organizations’ Employee Resource Groups, or ERG’s. They’re there because they’re committed to fostering diversity and inclusion in their place of work, and they want to learn, and make connections with the like-minded. They’ve often paid their own way. I’ve noticed one thing that most have in common. They are tired as hell.
If you’re not familiar with the term, ERG’s are voluntary, employee-led groups which are led and organized by people sharing an identity characteristic, such as gender, ethnicity, race, sexual orientation etc. They aim to provide safe spaces, support and often professional development for their members. Usually driven by passionate volunteers, ERG’s play a crucial role in shaping inclusive workplace cultures.
But the challenges facing ERGs are often understated. While ERG’s are often touted as part of an organization’s commitment to inclusion, it’s important to acknowledge that they’re frequently tasked with the heavy lifting of guiding workplaces toward greater inclusivity. What’s more, those championing this cause are almost always doing so off the side of their desk, alongside their “real” work.
ERGs can play a vital role in a DEI strategy, but this means intentionality and support. Some questions to consider…
Invisible Labour of ERGs
ERGs, often led by volunteers from marginalized groups, contribute significant effort and time to promote inclusivity. How can we ensure this work is not overlooked, and that individuals leading ERGs are recognized in significant ways?
Meaningful Sponsorship
ERGs need more than acknowledgment; they need the advocacy and support of leaders to enact real change. How can organizations provide tangible support to ERGs, ensuring they have the resources and influence needed to make a lasting impact? How can employees outside of these groups be engaged as allies?
Intentional Intersectionality
ERGs often operate in isolation. A group for women may inadvertently be organized and dominated by white women. One identity group doesn’t capture the whole person, someone may be Black, and a parent, and 2SLGBTQ+. ERG’s run the risk of becoming siloed if they’re not bringing networks together. How can ERGs be more inclusive in representing the diverse experiences within their respective groups?
ERG’s are an important component of any DEI strategy but they can’t be the whole story. Meaningful recognition coupled with robust supports will allow ERG’s to help organizations achieve their DEI goals.
Photo by Vitaly Gariev on Unsplash
Recent Comments