Considering launching a new Employee Resource Group (ERG) in your organization? Has a group of employees approached you with an idea for a new ERG? Here are some suggestions to get you started on the path to success:
1. Define Mission and Vision: New ERGs should start with a clear mission and vision for what they aim to achieve. This clarity helps them stay focused on their objectives and aligns their efforts with both company goals and the needs of their members.
2. Establish Membership Threshold: Some companies require new ERGs to meet a minimum threshold of members before formalizing. Consider setting a benchmark, such as a minimum of 10 members, to ensure viability and engagement.
3. Develop a Consistent Application Process: Create an application for new ERGs to fill out, outlining their goals, communication preferences, and any other pertinent information. Providing sample answers within the application can streamline the process for group organizers. You could collect this directly in your Employee Groups site by creating an activity with a private submission form.
4. Provide Guidance: Offer clear guidelines and support for new ERGs, including:
- A charter structure that new groups can follow, outlining the group's purpose, initiatives, expectations, and business connections.
- Budget guidance, including available funds, permissible expenses, and funding sources.
- Required committee structure, specifying roles and eligibility criteria.
- Executive sponsorship requirements and guidance on finding sponsors.
- Role expectations for Chairs or Co-Chairs, including time commitments.
5. Establish Committee Roles: Encourage each ERG to have a formal structure with designated roles, such as Chairs or Co-Chairs, Communication Leads, Education Leads, and additional committee members. Maintaining a consistent structure across all ERGs in an organization fosters clarity, fairness, efficiency, professionalism, and leadership development. By adhering to common standards and practices, ERGs can maximize their impact and contribute effectively to organizational diversity, equity, and inclusion goals. Consider implementing term limits to prevent burnout and facilitate leadership succession planning. While this might be a stretch for new ERGs, ensuring that each member in their early lifecycle has a clearly defined role will help share the workload across the group.
6. Balance Structure and Flexibility: Provide enough structure to support ERG success while allowing flexibility for group autonomy and creativity. Avoid being overly prescriptive, as the goal is to empower ERG leaders to shape their groups while meeting organizational objectives.
Starting new ERGs or formalizing grassroots initiatives is a valuable way to promote diversity, equity, and inclusion within your organization. By following these best practices and supporting ERG leaders, you can cultivate an inclusive culture and empower your employees to drive positive change.