What Are Employee Resource Groups (ERGs) and Why Do They Matter in Today’s Workplace?

Employee resource groups (ERGs) are at the heart of many companies’ efforts to create inclusive, supportive work environments. As businesses grow their focus on diversity, equity, and inclusion (DEI), ERGs provide a powerful way for employees with shared backgrounds or experiences to find community and support. In this blog, we’ll explore what ERGs are, clarify terms like business resource groups (BRGs) and affinity groups, and explain why supporting ERGs can help companies build a strong and inclusive culture.

What is an employee resource group (ERG)?

Employee resource groups (ERGs), business resource groups (BRGs), and affinity groups are terms often used interchangeably, but they each serve unique purposes. Here’s a breakdown:

• Employee resource groups (ERGs): ERGs are voluntary employee led groups focused on building community among employees who share common identities, backgrounds, or experiences. These groups often represent underrepresented communities, like women, LGBTQ+ individuals, or veterans, and provide a space for connection, advocacy, and support. ERGs frequently align with the company’s DEI goals, helping to foster a more inclusive culture by influencing recruitment, education, and awareness initiatives.
• Business resource groups (BRGs): BRGs are similar to ERGs but with a stronger alignment to the business’s strategic goals. While BRGs provide the same supportive space for employees, they often have a more formal structure, receive dedicated resources from leadership, and are tasked with advancing company-wide objectives. For example, a BRG might work on initiatives that directly impact product development or marketing to ensure the company’s approach is inclusive and representative of diverse customer needs.
• Affinity groups: Affinity groups are generally informal networks within a company that unite employees around shared identities, interests, or hobbies. Unlike ERGs and BRGs, affinity groups may not have an explicit alignment with business goals or receive formal support from the company. Their focus is typically social, providing a safe space for employees to connect with others who share similar backgrounds or interests.
  

Why ERGs are important for company culture

ERGs are essential to building a culture where all employees feel valued and included. These groups foster a sense of belonging by creating spaces where employees can connect, share their experiences, and find mentors. ERGs also contribute to the business itself by increasing employee engagement and retention, especially among underrepresented groups who may otherwise feel isolated.

By aligning with DEI goals, ERGs can help companies address issues of equity and representation within the workplace, creating a more open and supportive environment. Additionally, ERGs often lead educational sessions, support recruitment efforts, and provide valuable feedback that can influence company policies or practices. In short, ERGs help bridge the gap between individual experiences and broader company goals.

What is the difference between affinity groups and employee resource groups?

While both affinity groups and ERGs offer community within the workplace, they differ in structure and purpose. Affinity groups are typically informal and primarily social, uniting employees around shared identities or interests without formal ties to the company’s goals. They serve as spaces where employees can connect on a more personal level but may not receive the same level of organizational support as ERGs.

Employee resource groups (ERGs), however, have a more formalized role within the company and align closely with DEI initiatives. ERGs are often recognized and supported by the organization, with specific goals around inclusion, employee advocacy, and sometimes business impact. This structure allows ERGs to be more directly involved in shaping the company’s approach to diversity and inclusion, making them key drivers of workplace culture and policy changes.

How ERGs support underrepresented groups in the workplace

ERGs play a crucial role in promoting inclusion and representation for underrepresented groups. By providing a safe and supportive environment, these groups allow employees to connect and support one another, helping individuals feel seen and valued in their roles. Many ERGs and BRGs also advocate for changes that make the workplace more equitable, such as improved policies, training programs, or inclusive benefits.

Moreover, ERGs often participate in community engagement and volunteering, creating an opportunity for employees to contribute to causes that align with their identities or interests. This connection between ERGs and broader community efforts reinforces the company’s commitment to social responsibility and makes an even larger impact.

Why every company needs ERGs

Supporting ERGs benefits everyone. ERGs foster a stronger, more engaged workforce, making the company a place where people feel connected and respected. By integrating corporate social responsibility (CSR) into ERG activities, companies can enhance the impact of these groups, allowing them to make a difference in the communities they represent and care about.

Percent Pledge supports ERGs in these efforts by providing tools for volunteering, donation, and community engagement that align with each ERG’s unique goals. Through Percent Pledge, ERGs can connect to their communities in meaningful ways, creating a bridge between the company’s internal values and its external impact.

Employee resource groups are more than just internal networks—they are essential to creating an inclusive, purpose-driven workplace where employees feel valued. With the support of CSR initiatives, companies can help ERGs bring their missions to life, making a lasting difference within the organization and beyond.