Employee resource groups (ERGs) are a crucial part of structuring a business’s diversity and inclusion practices.
Typically, these resource groups exist as employer-recognized organizations that understand and share concerns regarding both law and company policy. These concerns most frequently include race, gender, sexual orientation, as well as a number of other identity-based topics.
ERGs have become a prominent part of the workforce in the modern era, widely valuable in employee recruiting, employee retention and targeted marketing.
To become more attractive to potential employees and gain a competitive edge in hiring, fostering a positive company culture is key.
The purpose of employee resource groups
Employee resource groups work directly with clientele to foster a more suitable workplace for all employees. By becoming familiar with your company, we account for your organization’s values while formulating a plan for inclusion.
Survey data shows that employees involved in ERGs demonstrate more engagement than those who are not. Furthermore, research continually suggests a positive relationship between engagement and productivity.
ERGs have the core goal of allowing employees to feel accepted at work, and integration into company culture is a key piece of this objective. Whether representing a large tech corporation or a smaller, local business, your company’s values should suit the well-being of all your employees, without overly altering your brand.
Why Employee Representation Matters
Social and cultural challenges can exist in the workplace and ERGs help resolve any such difficulties.
Intercompany teamwork is not something that should be overlooked – healthy relationships between employees can reduce unproductive friction. Cliques and selective group formation can be particularly unhealthy office developments. In the modern era, understanding differences in employee identity such as gender and/or culture is crucial for forming a cohesive workplace.
For all employees, employee resource groups present an opportunity to network and broaden one’s cultural mindset. By celebrating and learning from differences, company staff can operate equally and efficiently, providing benefit not only on a personal basis, but also to the company as a whole.
Other ERG Services and Benefits
Members of an ERG can act as recruiters for potential employees, sometimes targeting specific worker demographics. For instance, a company may aim to hire more individuals of an underrepresented ethnicity to improve workplace diversity.
ERGs can also promote the development of skills. By allowing non-management staff to network and connect with others, leadership and communication skills can be strengthened. This additional level of involvement has a high chance of leading to employee retention, with company engagement instilling feelings of individual value.
By celebrating and learning from differences of employees in the workplace, company staff can operate equally and efficiently. Through the guidance and consulting advice of employee resource groups, companies can develop an inclusive framework, expanding organizational uses of employee value, contribution and engagement.
How we can help
We know it’s overwhelming at first. That’s why our team at Cockerham & Associates has developed two technology solutions for managing your employee resource groups, on top of our decades of experience in helping businesses like yours set and achieve their diversity and inclusion goals year after year.
Ready to get started? Contact us today.