Welcome to the Confederation of Employee Resource Groups, where members come together to form a powerful collective that can make a real difference in the world. Employee Resource Groups (ERGs) are a vital part of the modern workplace, bringing together employees with shared characteristics, experiences, or interests to support each other and drive positive change.
At the Confederation of Employee Resource Groups, we believe that by connecting these groups together, we can achieve even more. By sharing best practices and leveraging our collective power, we can make a global impact that goes far beyond what any one group could achieve alone. We envision a world where ERGs are not just a nice-to-have, but a must-have for any organization that wants to foster diversity, equity, and inclusion.
We are passionate about creating a movement of like-minded individuals who are dedicated to building a more just and equitable world. By joining the Confederation of Employee Resource Groups, you will become part of a community of people who share your values and are working towards a common goal. You will have access to a wealth of knowledge and resources that can help you and your group achieve your objectives.
Together, we can create a world where everyone has a seat at the table, where diversity is celebrated, and where everyone can thrive. Join us today and be part of the movement towards a better tomorrow.
We appreciate that the term Employee Resource Group (ERG) may not always align with the culture of every organization. However, we use this term because it is the oldest and most widely recognised term for internal organisational communities. We also understand that there are other terms that may better suit your organisation's culture and values. Below are some common examples...
These groups are focused on professional development and career advancement for members, as well as driving business success through diversity and inclusion.
These are groups of employees who share a common characteristic, such as ethnicity, gender, or sexual orientation. They are focused on creating a sense of community and support for members.
These are groups that focus on creating an inclusive workplace for all employees, regardless of their background or identity. They work to promote diversity, equity, and inclusion within the organization.
These are groups that bring together employees with shared interests or experiences, such as working parents, veterans, or members of the LGBTQ+ community. They provide a sense of community and support for members.
These groups are focused on driving inclusion within the organization, by creating a safe and welcoming environment for all employees.
These are teams that work together to promote diversity, equity, and inclusion within the organization. They may focus on specific initiatives, such as recruiting diverse candidates or creating an inclusive workplace culture.
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ERGs are internal, voluntary, employee-led groups that focus on promoting diversity and inclusion within an organization. They provide a supportive community for employees who share common interests or experiences.
ERGs are open to all employees within an organisation, regardless of their background or identity. They are inclusive spaces that welcome and support all members.
ERGs can be based on a variety of identities or interests, such as race, ethnicity, gender, sexual orientation, disability, and more. They can also be focused on professional development, community service, or other areas of interest.
Joining an ERG can provide many benefits, including networking opportunities, professional development, increased visibility and recognition within the organization, and a sense of belonging and community.
ERGs are typically led by a steering committee or board that oversees the group's activities and sets goals and objectives. Governance structures can vary depending on the size and needs of the group, but typically involve a mix of elected and appointed members.
ERGs can have a significant impact on workplace culture and diversity and inclusion efforts. By providing a supportive community for employees, promoting awareness and education, and driving change within the organization, ERGs can help create a more inclusive and equitable workplace for all employees.
Starting an ERG typically involves gathering a group of interested employees, developing a mission statement and objectives, and obtaining support from senior leadership. It's important to establish clear governance structures and ensure that the ERG is aligned with the organization's overall diversity and inclusion goals.
An effective ERG is one that is well-organized and has a clear mission and set of objectives that are aligned with the organization's overall diversity and inclusion goals. Successful ERGs also have active membership and engaged leadership, and are supported by senior leadership. They regularly host events and activities that promote awareness and education, provide networking and professional development opportunities, and drive change within the organization.
ERGs can be ineffective when they lack clear objectives or mission, or when they are not well-organized or led. A lack of engagement from senior leadership or membership can also hinder the success of an ERG. Additionally, ERGs can be ineffective when they focus solely on social activities or fail to connect their work to the larger diversity and inclusion goals of the organization.
ERGs can measure their success by setting clear objectives and goals, and tracking progress against them. This can include metrics such as event attendance, membership growth, engagement from senior leadership, and impact on the organization's diversity and inclusion efforts. ERGs can also collect feedback from members to assess the effectiveness of their programming and identify areas for improvement.
Collaboration is key to creating a more inclusive and equitable workplace. ERGs can partner with other diversity and inclusion initiatives within the organization, such as the HR department or diversity council, to share resources and expertise, coordinate events and programming, and align their objectives with the organisation's overall diversity and inclusion goals.
To ensure that all employees feel welcome and included in the ERG, it's important to establish a clear mission and set of objectives that are inclusive of all identities and experiences. ERGs should also actively seek out feedback and input from members to ensure that their programming and events are relevant and engaging for all. Finally, ERGs should promote a culture of inclusivity and respect, and be open to learning and growth.
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