The Role of Employee Resource Groups (ERGs) in Fostering Inclusivity
As an employee, have you ever felt out of place at work? Like you are undervalued and your ideas and opinions are not being heard? – You’re not alone! According to a January 2023 report by Workhuman, one in two employees only feel somewhat valued, and one in ten don’t feel valued at all. Shockingly, 49.3% of employees of colour reported feeling undervalued compared to the average.
In the pursuit of incorporating Diversity, Equity, and Inclusion (DE&I) in your company, it’s crucial to focus on the “I” – Inclusion. While diversity and equity are vital components, employees need that sense of belonging and to feel valued in the workplace. This is where Employee Resource Groups (ERGs) come into play.
What are ERGs?
Employee Resource Groups (ERGs) are voluntary, employee-led groups designed to foster a diverse and inclusive workplace that aligns with their respective organisations. These groups are formed by employees who share a common characteristic, such as ethnicity, gender, generation, sexual orientations, religious affiliations, and more. ERGs focus on providing support, enhancing career development, promoting professional networking, and contributing to personal development in the workplace. While these groups are rooted in shared characteristics, they are also aligned with the mission, values, goals, business practices, and objectives of the company. Senior management often plays a role, serving as an executive sponsor or champion on behalf of the group.
ERGs have a rich history dating back to the 1960s when Black workers at Xerox organized to address race-based tension in the office. In today’s world, they are increasingly relevant as gender issues, questions of personal identity, and political influences affect everyone.
ERGs are becoming more prevalent, with 90% of Fortune 500 companies using them as an employee engagement strategy, according to TopMBA. This widespread adoption demonstrates that ERGs are widely accepted and effective tools for promoting diversity, equity, and inclusion in the workplace.
How can ERGs foster inclusivity?:
1. Creating Safe Spaces for Connection and Support: ERGs provide a platform for employees with shared identities, experiences, and interests to come together, form connections, and find a sense of belonging. Research by Coqual reveals that employees with a high sense of belonging are more likely to be engaged, loyal, and promoters of their workplaces as great places to work compared to those with lower levels of belonging.
These groups establish safe spaces where individuals can freely express themselves, share their stories, and find support. By fostering a supportive community, ERGs contribute to overall employee well-being and engagement.
2. Driving Cultural Awareness and Education: ERGs have the potential to influence business strategies and outcomes. By bringing diverse perspectives to the table, these groups contribute to innovation, problem-solving, and decision-making processes. ERGs help firms understand the unique needs and expectations of different employee groups, leading to more inclusive products, services, and solutions that resonate with diverse customers and clients.
3. Improving Retention and Attraction of Diverse Talent: ERGs help boost feelings of inclusion for traditionally underrepresented groups, while improving the attraction and retention of employees who identify with these groups. According to McKinsey, effective ERGs can increase representation of diverse talent in line with an organisation’s DEI strategy. This means that ERGs can help companies essentially create a more inclusive workplace.
4. Bridging Divides and Boosting Productivity: ERGs boost employee morale and enhance corporate culture. They empower employees by making them feel they are recognised and valued by the company. According to “Great Place to Work”, employees who feel they belong, that they are part of the solution, and that they genuinely matter to the company are more likely to be motivated and engaged. This inclusivity improves not only morale but also productivity, creativity, and overall organisational performance.
Additionally, ERGs increase the visibility of underrepresented groups and help build allyship, bridging gaps between leadership and employees in the hybrid environment, where seniority and different roles or corporate business groups would typically present communication barriers.
At Migasuto Global Services, we are passionate about diversity, equity, and inclusion. We provide content creation services that help organisations create an environment where every voice is heard, valued, and supported. Let us partner with you in your journey to foster inclusivity.
