Employee resource groups (ERGs) are a vital part of fostering inclusion and driving meaningful change within the workplace. These employee-led groups create community, support underrepresented voices, and align with broader goals like diversity, equity, and inclusion (DEI), corporate social responsibility (CSR), and environmental, social, and governance (ESG) efforts.
If you’re ready to start an ERG, this step-by-step guide will walk you through the process with actionable advice, detailed examples, and tools to help you succeed.
1. Understand the purpose of the ERG
The foundation of any ERG lies in its purpose. Before starting, clarify what the ERG will accomplish and why it’s needed.
An ERG’s purpose may include:
- Fostering belonging: Creating a safe space where employees can connect and feel valued.
- Empowering underrepresented voices: Giving employees a platform to share experiences and advocate for change inside and outside your company.
- Driving organizational goals: Aligning with CSR and ESG initiatives, such as reducing the company’s environmental footprint or promoting community engagement.
Example purposes:
- A Sustainability ERG could focus on advancing the company’s environmental efforts by promoting sustainable practices and partnering with environmental nonprofits.
- A Veterans ERG might support military hires while organizing care package drives for active service members.
- A Mental Health ERG could reduce stigma, provide resources, and collaborate with mental health organizations to promote wellness.
Linking your ERG’s purpose to broader company initiatives ensures it’s impactful and aligned with organizational values.
2. Gauge interest and collect data
Assessing employee interest and gathering data are critical first steps. This helps tailor the ERG to employee needs and builds a strong case for leadership buy-in.
Steps to take:
- Survey employees: Ask questions like:
- “Would you participate in an employee resource group?”
- “What ERG causes would you be most interested in (e.g., mental health, cultural heritage)?”
- “Which causes or nonprofits would you like to support?”
- Leverage the Passion Assessment: Percent Pledge’s Passion Assessment helps identify what employees care about most, providing insights into potential ERGs. For example, if employees show a strong passion for environmental issues, you could create a Sustainability ERG to channel that interest into action.
- Analyze internal data: Consider insights like employee retention, satisfaction surveys, or workforce diversity to identify areas of opportunity.
By understanding what matters most to employees, you’ll create an ERG that’s both relevant and impactful.
3. Define the mission and vision
Your ERG’s mission and vision guide its activities and communicate its value to the broader organization.
Crafting a mission:
Your mission should outline the ERG’s focus and its impact on employees and the company.
Example missions:
- “To empower LGBTQ+ employees and allies by fostering inclusion, educating the broader organization, and supporting local LGBTQ+ nonprofits.”
- “To reduce the company’s carbon footprint by promoting sustainable practices, advocating for eco-friendly policies, and partnering with environmental nonprofits.”
- “To provide mentorship and networking opportunities for women while advocating for equitable policies that support career advancement.”
Incorporate CSR and ESG goals into the mission where possible. For example, a women’s ERG might aim to increase gender equity within the workplace while also supporting local nonprofits focused on women’s empowerment. Consider leveraging tools like Percent Pledge’s Cause Portfolios to identify nonprofit partners that align with the ERG’s mission and amplify its impact.
Setting goals:
Create SMART (specific, measurable, achievable, relevant, time-bound) goals that align with broader CSR and ESG initiatives.
Example goals:
- Partner with a local nonprofit focused on sustainability and organize a company-wide Earth Day event.
- Host quarterly cultural celebration events, such as Black History Month or Pride Month, that engage 20% of the company.
- Increase participation in the ERG by 15% within the first year by launching targeted outreach campaigns.
Aligning ERG goals with overarching company priorities (i.e. DEI, CSR, ESG) makes them more impactful and relevant to leadership.
4. Secure executive sponsorship
To gain resources, visibility, and legitimacy, securing an executive sponsor is essential.
How to make your pitch:
- Highlight employee demand: Present survey results and data showing the need for the ERG.
- Link to company goals: Show how the ERG aligns with CSR, ESG, or DEI initiatives, such as improving employee engagement or retention.
- Demonstrate potential ROI: Use data to explain how ERGs can save on turnover costs or enhance recruitment efforts.
Choosing the right sponsor:
Look for an executive who aligns with the ERG’s mission and has a personal connection to its focus. For instance, a veteran leader might be a great sponsor for a Veterans ERG.
5. Develop a strategic plan
A detailed strategic plan ensures your ERG operates smoothly and achieves its goals.
Key components:
- Leadership structure: Define roles such as chair, vice-chair, and event coordinator to manage the ERG effectively.
- Activities and events: Plan initiatives like mentorship programs, cultural celebrations, and volunteer events.
- Tools and resources: Use ERG software and tools like Percent Pledge to simplify event planning, track participation, and generate reports aligned with CSR and ESG metrics, turning ERG efforts into measurable impact.
6. Launch the ERG to your broader company
The launch is your chance to introduce the ERG and invite participation across the company.
Launch idea:
- Host a themed event: Launch a Pride ERG during Pride Month with a volunteer event supporting an LGBTQ+ nonprofit.
- Invite allies: Encourage employees outside the ERG to participate and show their support.
- Leverage company communication channels: Use newsletters, intranet posts, and town halls to announce the ERG, its mission, and upcoming volunteer event.
A meaningful launch engages the entire company and builds momentum for the ERG.
7. Track progress and measure impact
Regularly monitoring the ERG’s performance helps ensure its success and demonstrates its value to leadership.
What to measure:
- Participation metrics: Track membership numbers and event attendance.
- Community impact: Track donations, volunteer hours, and nonprofit partnerships.
- Feedback and engagement: Conduct surveys to gather member input and assess satisfaction.
Percent Pledge makes all of this easy. We simplify impact tracking by automating surveys after every event, providing real-time dashboards, and generating ESG-aligned reports. You can even foster friendly competitions between ERGs to boost engagement, such as seeing which group logs the most volunteer hours or donations during a campaign.
Presenting these insights to leadership is effortless with Percent Pledge, ensuring your ERG receives continued support and resources.
Building a thriving ERG
Starting an ERG is an impactful way to foster inclusion, build community, and align with CSR and ESG initiatives. By following these steps and leveraging tools like Percent Pledge, you can create an ERG that inspires employees and drives meaningful change.
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