The power of employee resource groups

Today’s most successful organisations know that inclusivity isn’t a box to tick. It’s a culture to build. One of the most effective ways to do that? Employee Resource Groups (ERGs).

From Google and Microsoft to Johnson & Johnson, companies across industries use ERGs to give employees a voice, create connection, and embed inclusion into everyday culture. But what exactly are ERGs, and how can you start and sustain them in your organisation? Let’s explore.

What are Employee Resource Groups (ERGs)?

Employee Resource Groups are voluntary, employee-led communities that bring together people with shared interests, backgrounds, or experiences: from working parents to early-career professionals, from cultural networks to women in leadership.

Their purpose? To create belonging, encourage dialogue, and champion initiatives that make the workplace more inclusive, innovative, and human.

Why ERGs matter

Well-run ERGs deliver value far beyond the group itself. Here’s how they make a measurable difference:

• Boost engagement: When people feel seen and supported, motivation and loyalty rise.
• Attract and retain talent: ERGs signal to candidates that your organisation values diversity and inclusion; a major factor in career decisions.
• Fuel development: Leading or participating in an ERG builds leadership, collaboration, and communication skills.
• Increase cultural intelligence: ERGs foster understanding of different experiences and perspectives, which strengthens teamwork and decision-making.

In short, ERGs help create a workplace where people belong and belonging drives performance.

How to start an ERG

Building an ERG doesn’t need to be complicated, but it does need intention.

1. Identify interest
Use surveys, informal discussions, or listening sessions to find out what matters most to your people. Start small. Focus on two or three areas with the strongest momentum.

2. Find your champions
ERGs thrive on passion. Identify employees who are eager to lead and empower them with support, visibility, and trust.

3. Define purpose and structure
Work with leaders to set clear goals that align with your organisation’s mission and values. Capture this in a simple charter outlining purpose, objectives, and governance.

4. Secure executive sponsorship
Senior leaders add credibility and influence. An executive sponsor can advocate for resources, remove barriers, and amplify the group’s voice.

5. Launch and build momentum
Host a launch event that explains the group’s purpose, introduces its leaders, and invites participation. Schedule at least three follow-up activities early on to build consistency and visibility.

How to sustain and scale ERGs

Creating an ERG is just the start. Nurturing it is what makes it thrive.

Provide resources: Offer a small budget, meeting space, and access to internal comms channels. This shows tangible commitment.

Invest in leader development: Train ERG leads in facilitation, event design, and inclusion strategy to help them grow, and, in turn, grow others.

Encourage leadership involvement: When executives attend events, share stories, or simply listen, it signals that inclusion is a shared priority.

Measure impact: Track engagement, event attendance, and feedback to show how ERGs contribute to belonging, retention, and innovation.

Foster collaboration: Encourage cross-ERG partnerships and shared events. When groups work together, their influence multiplies.

Conclusion

Employee Resource Groups are catalysts for change. When supported with intent and authenticity, they help employees bring their full selves to work, strengthen inclusion from the inside out, and turn diversity into a lasting competitive advantage.

If you’re ready to make inclusion more than a statement, start with an ERG and let your people lead the way.

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