What Are Employee Resource Groups? A Comprehensive Guide

Employee Resource Groups are known as voluntary employee-led groups that aim to promote a diverse and inclusive workplace through membership in service organizations.

They are often targeted as employees with specific characteristics, be it gender, race, religion, lifestyle, or interests.

Creating an inclusive and engaging workplace culture requires a strategic plan focused on diversity and equity. Employee Engagement Groups (ERGs) provide a unique way to create an inclusive, employee-led workplace.

From promoting fair practices to providing free career counseling, ERG helps employees grow. But employees aren’t the only ones who benefit from ERGs. Companies that value collaboration also see the benefits of an ERG.

ERGs often target underrepresented groups and give them access to additional support they might not receive.

Employee Recruitment Groups (ERGs) are employer-recognized groups run by employees voluntarily. These groups allow like-minded people to meet, support each other and achieve practical results that can lead to greater company and job satisfaction.

What Is An ERG? (Employee Resource Groups)

An Employee Resource Group (ERG) is an employee group that promotes engagement and community building. 

This HR group also provides personal and professional support to its members. ERG leaders and contributors share similar characteristics.

These common factors usually include the following:

  • Gender identity
  • Ethnicity
  • Religion
  • Nationality
  • Intercourse
  • Sexual desire
  • For social or economic reasons
  • Everyone’s interest   

For example, a black ERG has an ERG leader and black members. It aims to support the personal and professional development of its members. It stands up for its members and emphasises an extended agency.

ERG is meant to be supplemental, not exclusive.

ERGs are run by employees voluntarily and can be a powerful and safe way for employees to voice their opinions and gain support. Another essential function of the ERG is coalition building. Member states can receive an invitation from the EU to support their partners.

For example, non-white employees receive an invitation to participate as partners. Sometimes companies pay employees to create ERGs. However, many ERGs rely on volunteers and grant facilitators.

Purpose Of ERG

Underserved workers represent working together to build their community. Through collective efforts, ERG staff can work with their agency to improve the working conditions and other conditions of marginalized staff.

ERG members and board members work together to:

  • An open forum for high-profile employees to voice concerns or joint problems, especially those unfamiliar with company management.
  • Including corporate culture
  • common ground or relationship of interest
  • Good working environment
  • Personal and professional growth and development
  • Support and resources
  • Build positive relationships with new and existing employees.
  • Provide opportunities for excellence.

ERG can help with your company’s branding and marketing, employee training and development, and employee retention. They also provide unique insights to help you grow your business in new ways.

Successful ERGs work toward goals that align with the company’s overall mission, goals, and values ​​to steer the organization in a predictable positive direction.

Collective Benefits Of Employees

Setting up an ERG can benefit your employees and your company. Forming an ERG promotes a positive company culture and provides a positive outlook for the company’s employees. Some of the main benefits are:

Create future leaders

Resource groups are available for employees to improve the experience of getting to know different groups in the workplace.

By strengthening your work environment with an ERG, you can identify employees with leadership potential and match them with a mandatory mentoring program.

The ERG allows for leadership selection and provides opportunities to demonstrate leadership for those who wish to participate in their institutions.

Attract a diverse workforce.

With a diverse workforce, you can connect with a broader audience and create a more loyal business. Successful employee resource groups offer potential employees unique identities with organizational support for achieving their career goals.

Focusing on communication and fostering collaboration creates an empowering environment for members of disadvantaged and underrepresented groups, enhancing your employer’s value.

The management Is aware of the problem.

The ERG provides a collective voice for people’s concerns about issues related to their identity group in the workplace.

They help inform decision-makers about the needs of their members and suggest how the employer can help solve problems.

 Individual appeals, like all attorneys, will not affect the reason for the change. ERG opens communication channels between managers and a growing workforce.  

Encouraging Innovation

ERGs can help create a culture of innovation by creating safe spaces for low-status employees. Employees who feel accepted and understood are generally more willing to express their opinions, especially criticism.

Many ERGs are developed to solve performance problems or improve certain features that often require a new approach.

Why Are ERGs Critical?

ERGs are essential because:

Build a great company

ERGs promote a sense of belonging and acceptance.

Their fight for inclusion increases employee confidence and safety. All employees have equal opportunities. Managers actively recruit different groups of employees.

Improve the employee experience.

Employee ERG members have more resources than non-members. These tools help employees feel supported, improving their experience.

To promote cultural awareness

There is only an inclusive culture with cultural awareness. ERG encourages managers and employees to learn more about other cultures. ERG also helps companies understand the cultural norms that influence collaboration.

For example, Easter Employee Day welcomes employees who do not celebrate Easter. However, all employees are invited to the party.

Boost business innovation

Research shows that diversity is a powerful driver of innovation.

Why? Because change only happens when employees feel psychologically safe to share their ideas. When employees are in a safe environment, they feel welcome.

He feels comfortable doing anything. They know their company values ​​their input, so they share it.

Types Of ERGs (Employee Resource Groups)

Four types of employee groups are common:

Different Groups Of Assets

The Diversity Resource Group position includes minority employees. Minorities can be defined by race, religion, ethnicity, sexual orientation, and other characteristics that may inadvertently set someone apart from the larger group.

The diverse group aims to give minorities a sense of inclusion and provide a safe space to share their thoughts, ideas, and problems. 

Diversity groups can help employers find the best ways to address cultural issues in the workplace.

Groups of volunteers

Volunteer Support Groups are for employees who want to support the community and support good causes. 

These groups focus on raising awareness, such as soliciting donations for the office or participating in events to promote and support their cause.

To ensure the success of these groups, many employers donate money or contribute the funds needed for the events.

 Voluntary groups help employees from different backgrounds connect over shared interests, improve working relationships and foster a greater sense of community.

Affinity group

Social clubs, also known as affinity clubs, are employee-led groups of people who share similar interests and want to interact and socialize. Common ones include walking clubs, cycling clubs, libraries, and wineries.

These groups bring together different professional interests and help employees get to know each other better. You can help the affiliate organization by contributing resources when the group’s traffic reaches a specific number.

Professional development groups   

The main objectives of the Career Development Group are to connect employees from all levels and departments of the company, enable knowledge sharing, and support candidates to develop leadership roles and the skills of teaching candidates who are advanced.

For example, groups where employees learn to code or where employees who want to advance their careers gain valuable leadership skills.

ERG Diversity is critical for ERG teams. Do you remember the ERG female model back in the day? In this section, we review the most common types of ERGs.

Employee Resource Groups Examples

Here are four examples of employee groups:


LGBTQ+ ERG is committed to equal practices for LGBTQ+ employees. They stand for inclusive language, employment, and fair practices.  

Work ERG Parent

The Working Parents ERG recommends vacation time, maternity leave, child support payments, and Planned Parenthood benefits.  

Interreligious power

Interfaith ERG handles awareness and cultural practices. All holidays are celebrated, and cultural sentiments are respected.  

Professional ERG

Professional ERGs fight for justice and equality for their members. Employers support inclusive employment practices. And members oppose violence or unfair practices. Some examples of racialized ERGs include:

  • US Asia Pacific (APA) TRE.
  • African, Black, American, Caribbean (ABAC) ERG
  • Latin ERG
  • The Indian ERG

How Can Companies Help Employees Develop ERGs?

Here are five ways companies can help employees start an ERG:

Give staff time to conduct ERGs in the classroom

Employees need more time between their commitments and their work. Make their lives easier by allowing them to get an ERG during office hours.

It suggests that ERG leaders schedule meetings with potential members during office hours.

Ask employees if they need financial assistance.

Whether you are organizing an event or raising money for a good cause, ERG may need financial support. Ask your account team in advance what you can offer.

Provision of physical goods

Physical resources are essential for ERG development. Provide ERG with office space, meeting rooms, and refreshments.

See if your marketing team can create event invitations. ERG members may also need help finding space for events, public speakers, and seminars.    

Spread the word

If your team creates an ERG, share it with the rest of the company. Make sure all departments and couples know what’s going on.

This way, you can assist general managers and other employees.   

Ask the vendor for help.

The Hiltons are all CEOs of ERG companies and for a good reason. Entrepreneurs are good at handling problems and change.

Steps To Support Corporate HR Teams

Help employees get the most out of their ERG by taking the following steps to strengthen and support them.

Contact human resources

Develop a plan to do the employee resource initiation. Simply forming a new ERG or joining an existing ERG can increase membership.

Work with HR to build a foundation and platform for support within the organization. Your HR managers should be able to guide employees in making team assignments and scheduling meetings.     

Help keep records

Assist with staff resource management to document membership and track progress. Provide records management systems to help meet reporting requirements and measure company performance. 

Keep copies of HR team documents and HR assignments for easy reference as the organization changes.

Provide administrative funding

Executive sponsors are placed in leadership positions that inform the board of directors about employee needs. They serve as a link between the KRG and the company’s decision-makers.

Sponsoring managers can bring new initiatives to the leadership team and increase the visibility of employee contributions. A top sponsor can have an extraordinary impact if the sponsor is also a team member, but anyone can choose an ERG sponsorship.  

Description of the event

If your company hosts ERG events and workshops, share them with other employees. Provide meeting rooms and other facilities to facilitate meetings and events.

Send alerts to employees and ask team leaders how you can support their training and development opportunities. Help the team organize events and sessions where employees can share knowledge and ideas.

Avoid judgment

ERGs are effective because they are voluntary and staffed. It would be best if you did not try to control every aspect of the team, including who is involved or what the team does. 

Be supportive, but let the members decide and choose the group’s direction.

Which Companies Have An ERG?

The top three companies working with ERGs are:

AT&T headquarters

AT&T says the ERG is at the heart of its organizational culture.

AT&T believes the ERG is a driving force in promoting diversity and inclusion. Across the company, AT&T has 37 employee groups and networks. 

More than 145,250 employees participated. And his 2020 ERG earned him a check for $913,250.

The Hilton brand

Hilton is committed to creating an inclusive workplace and culture.

The Executive Sponsor and the Advocate Hilton Leadership Group sponsor all of their ERGs. 

Hilton has 8,000 total members and 78 branch managers in 39 branches. Since then, the number of PUK members has increased by 492% to

For Hilton’s ERG, at Hilton:

  • Internal marketing model
  • Personal branding
  • Work management
  • Staff development


Staff leaders are beneficial but only do a little good in some cases. Sometimes, differing views on achieving a goal, even within the same contracts, can reduce employee productivity and engagement.

ERGs typically meet in a predetermined manner during business hours to conduct tasks related to the group’s mission. Some groups may meet after hours for club events and volunteering. ERG supports employees with personal and professional development resources.

They fight for equality and create an open forum where employees can express their opinions. Companies that implement an ERG can increase employee experience, satisfaction, and turnover.

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