Are you looking to establish a brand-new Employee Resource Group (ERG) program or enhance your existing one with the launch of your Employee Groups site? Whether you call them ERGs, BRGs (Business Resource Groups), Affinity Groups, or Resource Groups, these employee-led communities are a powerful way to foster connection, inclusion, and a culture of purpose within your organization.
For consistency, we’ll refer to them as ERGs in this guide.
If employees in your organization are already coming together around shared identities, interests, or experiences, but without formal structure, you’re probably exploring how to build a more organized ERG program. Or maybe you already have a few ERGs and want to introduce more structure, support, and opportunities for impact. Either way, this guide, and the tools in Employee Groups, will help you build a strong foundation. Let’s dive in!
Identify Groups
Before launching an ERG program, take stock of the groups that already exist or that employees have expressed interest in forming. Are they identity-based (ex. Women’s ERG, Black Employee Network) or interest-based (ex. Sustainability, Working Parents, Video Game Fanatics)? Will your program include both?
Many organizations start with identity-based ERGs that support marginalized communities, but others also incorporate interest groups. There’s no one-size-fits-all approach, so defining your program’s scope from the start will help create a scalable, sustainable structure.
To gather insights, consider conducting a company-wide survey or holding focus groups to gauge employee interest and identify where there is enough momentum to launch an ERG successfully. Clear guidelines now will prevent confusion later.
Establishing an ERG Structure
Without structure, an ERG can struggle to gain momentum—or fizzle out entirely. To set your ERG program up for long-term success, start by defining how groups should operate.
Will you have parent-level groups with regional chapters below them, or do you want everyone to engage at the same level. Will you incorporate interest groups in your ERG program, or are you strictly looking to support marginalized groups? Define how your groups will be represented in your Employee Groups platform at launch and make sure that it’s clear to your employees how to participate.
Identify ERG Leaders and establish clear roles and responsibilities for them early on. Even if your goals are aspirational at first, having a roadmap helps maintain focus and alignment with company priorities. An annual plan outlining suggested activities will also provide structure without being overly rigid.
Sustainability is key—ERG leaders should not shoulder everything themselves. Encourage leadership teams within each ERG to delegate tasks and prevent burnout. If some budget is available, consider how to allocate it strategically to maximize impact; many organizations offer new groups funds from a pool of money, whereas their established ERGs may have a pre-established budget to work with. If you’re tracking budgets in Employee Groups, ensure that allocations are made to all of the relevant groups in a timely manner to assist with their planning activities.
Additionally, determine the core elements that should be consistent across all ERGs. Will each group need an Executive Sponsor? Will they be required to draft a charter outlining their mission and objectives? Establishing these foundational elements upfront will help ERGs run smoothly and ensure they align with broader organizational goals.
Keep it Simple!
When launching a new ERG program, simplicity is key. A lack of structure can lead to leadership burnout, poor succession planning, and disengagement, while trying to do too much too soon can overwhelm both Group Leaders and members. Additionally, failing to tailor programming to employees’ needs can dilute impact.
The best way to avoid these pitfalls? Start small and build intentionally. Rather than launching multiple ERGs at once, focus on a few dedicated groups and provide them with the structure and support they need to succeed.
Set Clear Goals & Priorities
Define the overall ERG program goals and cascade them down to individual groups. A great first-year goal is for each ERG to host one marquee event. Prioritizing quality over quantity ensures initiatives are meaningful and impactful.
Communicate Effectively
Strong communication keeps ERGs engaged and connected. Establish clear channels for Group Leaders and members, tailor messaging for different stakeholders, and maintain a consistent brand voice to reinforce the program’s mission. Ensure Group Leaders are familiar with the Employee Groups site and how to use it to engage their members.
Be Resourceful
Funding is valuable, but it’s not the only resource ERGs need. Encourage ERGs to collaborate with one another, leverage internal teams, and engage executive sponsors for advocacy and guidance. A strong co-lead structure across ERGs can also enhance sustainability and succession planning.
By keeping your program structured yet flexible, focused yet inclusive, you’ll create a foundation that allows ERGs to thrive.