The Yin and Yang of Employee Resource Groups
In Ancient Chinese philosophy, Yin and Yang refers to the idea that all things possess both negative and positive aspects but together they create a harmonious balance. This is also true about Employee Resources Groups (ERG’s) and before embarking on a journey to set up such groups, it’s important to recognise both the benefits but also the potential pitfalls.
What is an ERG?
Employee Resource Groups are voluntary, employee-led groups where the participants share a characteristic such as identify, ethnicity or religious affiliation or have shared interests or lifestyles such e.g. working parents, those interested in wellbeing. The first known ERG was a group of black workers in the 1960’s who came together whilst working for Xerox to discuss race-based tension in the workplace.
They provide opportunities to build relationships with like-minded colleagues, promote personal and career growth, offer learning to the broader organisation and ultimately should support and inform the Company’s diversity strategy.
The potential downside of ERG’s
As with all employee related initiatives, one activity or process isn’t going to be the magic bullet that solves a Company’s diversity and inclusion problems. There will be a number of levers that need pulling to bring about long term sustained change but there are some things you can do to encourage the success of your ERG’s.
Top Tips
1. General support from the top – unless there is buy-in from all levels of leadership for ERG’s, they will have little to no impact because any change won’t get the support it needs
2. Appoint a senior “mentor” for each ERG – this should be someone who has influence at a senior level and will actively support the aims of the ERG
3. Define a clear purpose and goals – clarity for all involved is important to set expectations. Too broad an agenda can lead to disappointment for example. In the early days, it is better to set a more narrow and realistic set of goals which can grow over time
4. Allocate budget, however small – not only does this demonstrate commitment but allows the ERG to feel a sense of achievement and have some control over their activities
5. Establish a charter – agree and publish the ERG's structure, roles, responsibilities, and operating guidelines. This will ensure participants are aligned and there are clear boundaries for activities