Many companies have Employee Resource Group programs to empower and support community groups within the organization. But if your organization doesn’t have an Employee Resource Group Program, here’s an exploration into ERGs and how they can work collaboratively with your company.
WHAT IS AN EMPLOYEE RESOURCE GROUP?
Employee Resource Groups (or ERGs) are employee identity or experience-based groups that build community. ERGs are sometimes known as Affinity Groups or Diversity Groups. ERGs are generally based on building community, providing support and contributing to personal and professional development in the work environment.
In the past, ERGs have traditionally been focused on personality traits or characteristics for underrepresented groups, for example women, sexual orientation, gender, etc. With the resurgence of ERGs in the workplace, ERGs are expanding to “interest-based” groups gathered around particular activities. Some of these include job responsibility, environmental advocacy, community service and volunteerism, and workplace wellness. Further, as an emerging facet of human resources and employee engagement in the business world, the existence of ERGs is important for reference and understanding in the world of business. Exploring the topic of employee resource groups can provide insightful information for business employees and young professionals seeking to understand a new business.
ERGs are typically founded by core organizers and have membership in varying size, depending on the topic of the group. Most ERGs are volunteer based though some organizations support organizers with some percentage of paid time or other recognition including leadership development opportunities. Many large companies have ERG programs including Uber, Salesforce, Amazon, Google, and more.
A BRIEF HISTORY OF ERGS
For the past 30 years, ERGs have helped a diverse range of groups obtain a voice within large corporations. They began as race-based employee forums that were created in response to racial tension in the 1960s. ERGs got their start when Joseph Wilson, the CEO of the Xerox Corporation took action after the violent race riots in Rochester, New York in 1964. He and his black employees formed the first caucus group in order to address the issue of discrimination and to help create a fair corporate environment.
Xerox launched the National Black Employees Caucus in 1970 and a decade later followed with the formation of the Black Women’s Leadership Caucus (BWLC). Early in their history, these affinity groups were a risky and political tactic of advocating for equal pay and equal opportunity. It was common for early members to feel nervous about speaking up to management about their minority status for fear of seeming like a troublemaker or having an individualistic mind-set. While original ERGs were often seen as threatening by managers, today these groups are often initiated by administrators and are a common tool for managing diversity. As of 2007 ninety percent of Fortune 500 companies have ERGs.
At this sociopolitical moment—as the rights of all minority and underrepresented communities are under constant siege at the local, state, national, and international levels, threatened by systems of racism, sexism, homophobia, xenophobia, and anti‐globalism (Zarestky & Collins, 2017)—it is difficult to imagine a better rationale for the existence and equal treatment and resourcing of ERGs.
Proactive organizations are leveraging the power of employee resource groups/business resource groups (ERGs/BRGs) to play pivotal roles in strategies to strengthen communications and connections with workforces dispersed by COVID-19.
A new survey of Diversity & Inclusion leaders by the Institute for Corporate Productivity (i4cp) found three critical functions ERGs/BRGs are taking on:
In 37% of organizations, ERG/BRG leaders are helping monitor the emotional well-being of group members.
Also in 37% of firms, leaders are surfacing needs and concerns of group members, who may represent older workers, those with disabilities, or other employee populations
In 34% of organizations, ERG/BRG leaders are being asked to help keep their employee community members connected and engaged Leveraging ERGsBRGs during COVID-19.
Some ERG/BRG leaders also are stepping up to help ensure that group members receive company communications related to their organizations’ COVID-19 responses, and others are coordinating connections with members of their communities who may be able to contribute helpful skills or resources—such as language translations, support with child- or eldercare, aid setting up virtual workers, and the like.
Because diverse employees may face unique challenges beyond those encountered by the general population during times of economic and societal volatility, the survey explored several other relevant topics.
Surveyed D&I leaders responded to queries about their efforts to help employees who have school-aged children or others who rely on them for care. And amid potential concerns that female employees could find themselves bearing disproportional responsibility for that child or dependent care, the poll found indications that is, in fact, occurring. So far, only 10% of organizations are trying to help mitigate that pressure.
In asking about generational friction in workforces arising from calls for social distancing, the research found tensions are emerging in about a quarter of represented organizations.
WHAT IS THE PURPOSES OF AN EMPLOYEE RESOURCE GROUP PROGRAM?
- An ERG Program creates an open forum for employees who share a common identity to meet and support one another in building their community and sense of belonging.
- The program empowers these groups by offering them financial support, organizational support and access to decision makers.
- The program facilitates a clear line of communication from ERGs to leadership in order to voice concerns and solve problems.
- The ERGs provide a resource for leadership regarding employee/community issues, needs and policies.
- The program seeks to advance a respectful and inclusive company culture.
- They create an open forum for staff who share common interests/concerns to meet and support one another in creatively addressing those concerns.
- They provide a resource to their leadership regarding staff/community interests, needs, and policies.
- They advance a respectful and caring community.
- ERGs can be used to strategically address some of the cultural challenges your company faces.
Here’s an example: Let’s say you have been hiring rapidly the office is suddenly filled with new faces. A natural result might be the formation of a group or clique of employees who had been around longer and your office becomes a less than cohesive work environment. In this instance you could create an ERG designed to empower new employees and create a more equitable relationship between new and old hires.
COMPANIES WITH FAITH BASED EMPLOYEE RESOURCE GROUPS
Thank to the faithful research of some faith driven investors, interviews were had with Faith Based ERG contacts to organize the companies using employee groups within their organization. Below is a sample of these groups—from one of the largest retail chains in the country, to car manufacturers, to insurance, these groups are on the rise.
Religious Groups: Muslim, Jewish, and Christian.
There are hundreds ‘recognized employee groups’ at Target—ranging from wellbeing, technology support, personal development, culture, and religion. It’s impossible to list them all.
Target specifically allows hobby groups, alumni groups, faith groups, and other types to exist. An interesting note is that Target D&I leader has periodic “listening sessions” to foster discussion.
APPLE
Religious Groups: Apple Christian Fellowship, Apple Jewish Association, Apple Muslim Association
Apple believes that a welcoming community is important not just for Veterans, but for all employees. Therefore, they created Diversity Network Associations (DNAs), which are communities centered around shared interests and beliefs.
These groups include Agnostic Community at Apple, Apple Christian Fellowship, Apple Jewish Association, Apple Muslim Association, and Apply Sikhi Association.
AMERICAN EXPRESS
Religious Groups: Christian Employee Network (SALT), Jewish Employee Network (CHAI), Muslim Employee Network (PEACE)
As a part of the strategy at American Express, they remain globally focused on diversity and inclusion, while recognizing the local nuances in the key markets where they operate.
They refer to their ERGs as “Employee Networks” and the religious organization they incorporate include Jewish, Muslim, and Christian groups. They also have Employee Networks for people of different nationalities, genders, and generations, as well as groups for people with disabilities and veterans.
MEDTRONIC
Religious Groups: Christian Employee Resource Group (CERG), Muslims for Carrying Out the Medtronic Mission (MCOM)
According to Medtronic, ERGs provide strategic priorities documents that align with Medtronic business priorities.
Their official ERGs range from religious organizations to people with disabilities, to groups for different races, genders, and worldviews.
Religious Group: Inter Belief Network
Google has 15 official ERGs. As opposed to having different groups for different religions, however, they have what is called their Inter Belief Network.
IBN consists of multiple member chapters representing specific communities of interest, including but not limited to: Buddhists, Christians, Jewglers (a term for Jewish Googlers), and Muslims.
“Facebook Resource Groups” welcome employees from all faiths and spiritual groups to practice and celebrate their beliefs. They believe that enabling an open dialog to foster understanding of different belief systems creates an environment that is truly open and inclusive.
Their Interfaith@ resource group includes Christians, Muslims, Jews, as well as others.
AMERIPRISE
Religious Groups: Jewish Employee Network (CHAI), Muslim Employees Connecting and Contributing to Ameriprise (MECCA), Christian Employee Network (SALT), Christian Franchise Advisor Network (CFAN)
Ameriprise refers to their ERGs as Business Resource Networks. They demonstrate their commitment to inclusion through more than a dozen networks.
These networks provide opportunities for professional development and relationship building while promoting awareness and community service. See a full list of their groups by clicking the button below.
TEXAS INSTRUMENTS
TI Diversity Networks (TIDN) are focused on bringing together people of different races, nationalities, and beliefs. They also do events between multiple TIDNs
For example, they have held a symposium bringing together members of TI’s Jewish, Christian, and Muslim initiatives to discuss the impact of religion in the workplace.
AETNA
Religious Groups: Christians
More than 10,000 employees belong to their employee resource groups. People share their expertise, network and build career skills.
The efforts and ideas of these groups help Aetna to meet the needs of a diverse marketplace. See a full list of their ERGs below.
ROCKWELL AUTOMATION
Religious Groups: Faith Friendly & Allies (includes Christian, Sikh, Jewish, Muslim, Hindu, etc.)
Employee Resource Groups at Rockwell Automation provide a global network of multicultural, multi-generational, employees that are committed to the company’s business goals, along with the needs of its memberships.
ECOLAB
Religious Group: Christian Business Network
Ecolab has a new hire experience where “enterprise resource groups” all present for five minutes each of what they’re about to help new hires plug into various employee communities.
At Ecolab, they believe the best teams are diverse and inclusive, and they are on a journey to create a workplace where every associate can grow and achieve their best
CVS
Religious Group: Faith
As one of the largest employers in the United States, CVS believes it’s important to offer programs that help their employees develop and grow professionally, while also providing the opportunity to connect with one another through a particular affinity, culture, or perspective.
More companies with ERGs
Because of this rising popularity, many companies have adopted practices and have begun financially supporting resource groups. See the list below for a small sample of some of the companies with ERGs that have been analyzed in the relevant ERG research.
American International Group
Anheuser-Busch
AOL, LLC
Airbus
AT&T
The Boeing Company
Boston Scientific Corporation
BAE Systems
BASF
Dell Inc.
DIRECTV
Dominion Energy
Southern California Edison
F5 Networks
Gap Inc.
Garmin International, Inc.
General Motors
Henry Schein
HP Enterprise
HSBC
Kellogg Company
MasterCard Worldwide
McDonald’s USA
McGraw-Hill Company
Microsoft
Nestlé
Raytheon
Starbucks Coffee Company
T-Mobile[8]
The New York Times Company
Unilever[9]
Union Pacific Railroad[10]
United Airlines
Verizon[11]
Visa Inc.
Walt Disney Parks & Resorts