Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster inclusive work environments aligned with business values, goals, and objectives.
Whether they’re known as ERGs, Business Resource Groups (BRGs), Colleague Resource Groups (CRGs), Diversity Networks, or something else—these initiatives provide professional development, cultivate a sense of belonging, and increase employee engagement. They positively impact the bottom line by boosting retention, attracting top talent, and expanding marketplace reach.
For years, ERGs have been a vital component in creating inclusive workplaces. Amidst a changing sociopolitical landscape around inclusion, especially in the US, ERGs remain key to sustaining global workplaces where all employees can thrive. They form powerful connecting tissue among employees—across departments, leadership levels, and demographics.
New and established ERGs face challenges such as a lack of alignment with business goals, low member engagement, lack of clarity on how to assess impact, and limited resources. Organizations that want to capitalize on ERGs as they finesse their inclusion strategies must have a clear understanding of how to support them so that both employees and businesses grow.
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Changes in demographics, buying power, and personalized products are transforming the marketplace. To keep up, many organizations, including Fortune 500 companies, see ERG members as key ambassadors who offer valuable insights into the needs and experiences of influential groups and markets. ERGs help guide decisions on new markets, product design, and multicultural marketing.
of employees say ERGs build community within the organization.
(Source: Mckinsey, 2022)
of the DiversityInc Top 50 have ERG programs.
(Source: DiversityInc)
of Gen Z workers expect employers to have ERGs.
(Source: Tallo, 2021)
These groups provide employees with support, connections, and resources. They allow colleagues to form strong networks across departments, geographies, and cultural contexts, presenting top talent with greater opportunities for career advancement and development.
By encouraging this cross-functional collaboration, businesses foster innovative solutions, increased cultural competency for client-facing roles, and space for employees of all demographics to expand their understanding of what is possible.
With the help of ERGs, employees from marginalized groups can level up through mentorship programs that provide direct pipelines to management and senior roles.
By addressing the unique needs and aspirations of diverse groups and fostering allyship for everyone, ERGs encourage employees to invest in an organization's success. During the 2024 ENERGIZE conference, Jorge A. Quezada shared how ERGs can help employees find community and belonging, which enhances their loyalty and commitment to the company.