10 Successful Examples of Employee Resource Groups

If creating a more inclusive work environment isn’t a top priority for your business, it should be. The vast majority of workers want to work for a company that values different voices and opinions. 

One survey found 76% of job seekers consider a diverse workforce important when evaluating companies and job offers. According to the same survey, most Black and Hispanic employees say their employer should do more to improve representation.

Employee resource groups (ERGs) contribute to an inclusive workplace culture by creating community and giving a voice to people of all ethnic backgrounds, races, genders, ages, and more. 

If you’re thinking of launching an ERG initiative as part of your DEI goals and strategy, this is for you. Here, we’ll cover 10 inspiring examples of employee resource groups to give you a sense of what they look like and what they can accomplish.

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What is an ERG?

An Employee Resource Group (ERG) is a workplace group where employees join based on shared identities, communities, and interests. Some examples of ERGs include a working parents group, women’s network, moms returning to work, and specific culture or ethnicity-based groups.

ERGs are more than just social clubs. They empower, uplift, and support members by providing:

• An open and safe space for communication and discussion
• Support and resources such as mentorship and sponsorship programs
• Networking and growth opportunities 
• Learning and development programs like workshops, seminars, and courses

Employee interest groups (sometimes called business resource groups or affinity groups) are designed to promote personal and professional development by creating a community where people learn and find support.

What is the purpose of ERGs in the workplace?

There’s a good reason why 90% of Fortune 500 companies embrace ERGs — these groups give organizations a powerful way to create spaces where employees can connect, build relationships, and share career goals. These groups support personal growth, professional development, and helping everyone feel they belong.

By connecting employees with others who share similar experiences, ERGs help build a strong sense of community. This bond boosts confidence and helps individuals find their purpose at work. Beyond simple networking, ERGs provide opportunities to get involved through volunteering, activism, and important discussions on diversity.

But don’t just take our word for it. Survey respondents said that ERGs successfully: 

• Boost company culture – 91%
• Strengthen employee wellbeing and mental health – 79%
• Support company retention efforts – 75%

10 successful employee resource groups examples

What do successful ERGs look like, and which ones should you create for your organization? While the options are endless, diversity and inclusion leaders often focus on a few key types of ERGs, such as:

• Women’s network
• ERGs for underrepresented groups (e.g., Latinx, Asian, or Black ERGs)
• LGBTQ+ ERG/Pride ERG
• Veterans groups
• Groups for people with disabilities
• A mental health advocacy group
• A young professionals network

Obviously, each organization has unique needs and expectations. When building your groups, consider structuring them around the specific demographics, needs, and interests of your employees.

Check out our list of ERG groups (examples) below to see how they work and the impact they can have:

1. Avison Young

To increase the representation of women in leadership positions, Avison Young started a women’s ERG called Empower. 

The Canada-based commercial real estate firm uses mentorship to pair leaders with women so they have a chance to discuss career goals, professional development, challenges, and so on. The mentors provide guidance, knowledge- and experience-sharing, support, and more.

The women’s Empower network resulted in quantifiable impact for the organization:

“As a result of [our employee resource group’s] focus on advancing women… Avison Young’s corporate leadership is now 40% women and 25% of its board are women.”

It’s worth mentioning, the program’s 550+ participants loved the program too (it scored a 98% satisfaction rate).

2. King Games

King, the company behind the wildly popular Candy Crush Saga, is making big moves in diversity and inclusion. As part of their DEI initiatives, King runs several ERG programs, including Women@King, which focuses on gender equality.

To better understand workplace dynamics, Women@King conducted internal surveys. The findings were clear: many non-male employees felt out of place in a predominantly male industry and lacked the confidence to advance their careers.

In response, King launched Kicking Glass, a mentoring program designed to change the landscape. Over 200 non-male employees were paired with leaders who provided guidance, support, and visibility for promotions.

The results speak for themselves. Within a year, King boosted the percentage of female new hires from 34% to 40%, marking meaningful progress toward its gender diversity goals. 

3. Ernst & Young

Global consulting giant Ernst & Young (EY) takes diversity and inclusion seriously, running several diversity and inclusion ERGs. These action-oriented affinity groups, which EY refers to as Business Resource Groups (BRGs), help employees from diverse backgrounds connect and build a sense of community. They include:

• AccessAbilities
• Black Professional Network
• International Cultural Exchange Network
• Latinx Professional Network
• Pan Asian Professional Network
• Professional Women’s Network
• Today’s Families Network
• Unity – the EY LGBT+ Network
• Veterans Network

These groups are a hit. In fiscal year 2024, 40% of EY’s U.S. employees participated, highlighting their impact and appeal.

4. Microsoft

Microsoft has a long history of using ERGs to connect and empower employees. With nine ERGs (the first of which were founded over 25 years ago) these groups amplify underrepresented voices through training, career development, activism, and more.

ERGs like Women at Microsoft and the Hispanic and Latinx Organization of Leaders in Action (HOLA) go a step further by offering scholarships to boost diverse representation in tech.

The impact is clear. According to Microsoft’s 2024 Diversity & Inclusion Report, 81.2% of employees agreed or strongly agreed that the company fosters a diverse and inclusive culture. Representation continues to grow year after year for women, Black and African American employees, Hispanic and Latinx employees, and those who self-identify as having a disability.

5. AT&T

Telecom leader AT&T is one of the longest-standing ERG examples in this list, as these groups have been integral to the company culture for over 50 years. With more than 35,000 active members across 26 ERGs, these groups positively impact employees and communities through networking, mentorship, and social initiatives.

A few of the ways AT&T’s employee resource groups benefit the entire company: 

• Increased connection and belonging. ERGs provide a space where employees feel heard, valued, and engaged, encouraging collaboration and building a sense of community across teams.
• Better business insights. By amplifying diverse perspectives, ERGs help AT&T strengthen customer relationships and improve processes like onboarding.
• More diversity in leadership. Women make up 34% of AT&T's U.S. workforce, and in 2019, Anne Chow became the first woman of color CEO in AT&T's history.

AT&T’s ERGs continue to play a vital role in connecting employees, advancing diversity, and reinforcing the company’s core values.‍

6. Teachers Insurance and Annuity Association of America (TIAA)

TIAA’s Employee Resource Groups (ERGs), known as Business Resource Groups (BRGs), are central to its diversity, inclusion, and equity strategy. With over 40% of employees actively participating, these 12 groups foster leadership development, networking, and community engagement while driving business innovation.

Notable ERGs include: 

• YoPro. This group focuses on career development and retention for young and early-career professionals through networking events, skill-building workshops, volunteer initiatives, and support for new hires.
• Empowered. This ERG amplifies voices within the African American community, providing mentorship opportunities and promoting multicultural awareness.
• SoPro. Dedicated to supporting seasoned and experienced employees, this group offers resources for continued growth and workforce reentry.

TIAA’s ERGs create a sense of belonging, drive career growth, and reduce turnover through supportive, inclusive spaces. Not to mention, they have some great creative ERG names.

7. Bank of America

Bank of America offers several ERGs to support diverse communities, including women and LGBTQ+ employees. 

Their Military Support & Assistance Group focuses on helping veterans and active service members thrive. This employee network partners with national and local military organizations across the U.S. to connect military families with valuable resources. 

To ease the transition into civilian life, the group offers programs focused on job recruitment, career development, and financial education. Since its inception, they’ve donated over 2,000 homes to military families. And in 2020, the company surpassed its goal of hiring 10,000 veterans and service members.

8. Telegraph Media Group (TMG)

Telegraph Media Group is the proprietor of The Daily Telegraph and The Sunday Telegraph. The UK-based media company promotes multiple inclusion networks, including:

• Able (accessibility)
• Out Loud (LGBTQ+)
• Wellbeing 
• Ethnic and Cultural Diversity
• Women in Tech 
• Working Families

These workplace resource groups work to create a space of inclusion and belonging for everyone working at the company. To make this happen, the groups offer various workshops, virtual ERG events, in-person gatherings, and open discussions around diversity and inclusion in the workplace.

9. Thales

Thales Group, a French defense and security company, prioritizes diversity and inclusion through ERGs.

Guided by the Respect@Thales Council, these ERGs focus on key areas, including LGBTQ+, gender, veterans, neurodiversity and accessibility, and the Reconciliation Action Plan.

Each group has an Executive Sponsor and focuses on building a culture where everyone can bring their true selves to work. One notable example is the First Nations group in Australia, which champions understanding, respect, and pride for Aboriginal and Torres Strait Islander histories and cultures.

10. Qualcomm

Qualcomm actively supports diversity and inclusion through its employee networks and ERGs, including AbilityQ, eQuality, Women, and U2Q. These groups promote professional growth, support diverse communities, and offer collaboration and encouragement among employees.

The Qualcomm women’s ERG, known as Qwomen or Qualcomm Women, is a standout example. With nearly 10,000 members across 25 global chapters, it champions mentorship, leadership development, and increased representation for women in tech.

The company, known for its wireless technology and semiconductors, partners with groups like the National Center for Women & Information Technology (NCWIT), Disability:IN, and the Reboot Representation Tech Coalition to support diversity in tech.

4 tips for companies looking to support ERGs

Hopefully, these ERG and business resource group examples have given you some useful ideas for your own organization. If you’re ready to start building and supporting your people through employee resource groups, here are four best practices to get you started:

1. Set up a diversity and inclusion committee 

Kick things off by forming a DEI committee that can pinpoint key areas of focus and turn your plans into action. A committee drives results by owning all aspects of the process, from start to finish: 

• Develop a strategic plan for your employee resource groups
• Determine who to partner with
• Collect employee feedback
• Secure and manage the ERG budget
• Run the programs
• Monitor ERG metrics
• Share progress 
• Make ongoing adjustments

Ideally, your committee will involve employees from diverse backgrounds to gain a broad perspective.

2. Provide personal and career development courses 

Overwhelmingly, employees want opportunities for learning and accomplishment (according to APA, 91% ranked it as very or somewhat important). 

So, when selecting DEI partners, prioritize those that can offer opportunities for personal and professional growth. Consider providing your ERGs with L&D stipends for courses that align with the group’s interests and career goals. Think everything from career mapping, negotiating, and public speaking, to stress management and emotional intelligence.

By supporting both personal and professional growth, you show employees you care not just about their contributions, but about who they are as individuals. 

3. Hire a diverse workforce 

One of the most effective ways to build and strengthen your ERGs is by hiring diverse professionals who are part of the communities these groups represent. This is a core purpose of ERGs.

By bringing in individuals who understand the unique experiences of the group, you gain insights that can shape a more effective DEI strategy. These professionals lead with empathy and offer fresh perspectives on how to better serve your team.

Diversity hiring strategies play a huge role here. When you actively seek out talent from underrepresented backgrounds, you’re setting the stage for more inclusive ERGs that resonate with everyone. Plus, it creates a culture where diversity isn’t just talked about, but integrated into the fabric of your company. Ultimately, this helps build a team that feels seen, heard, and supported, strengthening your entire workplace.

4. Encourage new hires to join ERGs 

Imagine joining an ERG as a newcomer—you’d quickly immerse yourself in the company culture, build connections, and find support. For this reason, encouraging new hires and employees stepping into new roles to join ERGs should be a priority from day one.

Consider including ERG participation as part of your onboarding process, such as through introductory sessions or sitting in on meetings as a guest. New hires are more likely to feel welcomed, which in turn boosts engagement, retention, and job satisfaction.

To dive deeper into creating a strong ERG program, check out our guide on ERG best practices.

Can anyone join an ERG?

The short answer is, yes! ERGs are about inclusion, not exclusivity. They focus on identifying and addressing the needs of underrepresented employees while expanding company policies to reflect those needs. So, anyone who identifies with a community can join its ERG to connect with others who share similar experiences.

Help your teams grow through guidance

One thing that most of these employee resource groups examples have in common is providing mentorship. Seeking guidance from a mentor who’s further along in their career path can significantly accelerate professional growth.

With that in mind, your organization can use Together Platform to seamlessly connect members via mentorship as part of your ERG initiative. Our platform matches mentees with relevant mentors determined by the skills and experiences they want to advance in their careers. And, it supports them along the way with content and resources, badges, reporting, and surveys.  

Ready to enhance the benefits of ERGs with mentoring? Learn more about our mentorship platform, or schedule a demo.