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If you work in HR or L&D at your company, you’ve probably heard of employee resources groups (ERGs). You may have even participated in one.
ERGs unite employees based on shared characteristics, interests, or experiences. By working together on common goals, employees feel empowered, heard, and experience a stronger sense of belonging. As a result, ERGs have gained recognition as valuable assets for both employees and companies.
In this article, we’ll cover the importance and benefits of ERGs, and explore the different types to use in your organization.
What is an employee resource group and why is it important?
ERGs are not a fad. The first known ERG was established in 1970 at Xerox, in response to racial tensions during the American civil rights movement. Xerox’s National Black Employee Caucus supported Black employees by giving them a safe place to convene, network, and discuss challenges. It also gave these employees a voice, and advanced corporate diversity goals.
ERGs have since grown to represent a wide range of employee groups, including women, LGBTQ+ individuals, veterans, and people with disabilities. While ERGs are supported by the organization, the most effective interest groups are employee-led.
Benefits of ERGs
If you’re trying to build a more inclusive and diverse culture at your organization, employee resource groups are a great way to do it. The vast majority (90%) of Fortune 500 companies have ERGs, highlighting their value as part of an effective DEI strategy.
Here’s why you should consider using them in yours.
- Increase employee engagement and satisfaction
- Promote diversity, equity, and inclusion in the workplace.
- Offer professional development opportunities
- Boost employee retention
- Gain valuable internal and market insights
ERG, BRG, affinity groups: What’s the difference?
You might have seen different names for these groups and asked yourself, “What’s a BRG? What’s an affinity group? What’s the difference?” and “Is there a ‘right’ way to refer to them?”
If you’ve ever wondered about ERG vs BRG or affinity groups, here’s the skinny.
These three terms are often used interchangeably, and it’s easy to see why. They share common goals and similar structure. However, there are slight differences among BRGs, ERGs and affinity groups.
Here’s where they overlap:
- Voluntary and employee-led
- Aim to enhance diversity, inclusion, and community within organizations
- Provide networking and professional development opportunities
- Often built around identity or shared interests
Now, here’s how they’re unique:
Affinity Groups (AGs) are the most informal and broad in scope. They can be centered around any shared interest or identity, such as hobbies or personal backgrounds. The main difference is, you won’t only find affinity groups at work. Different types of affinity groups can be found in many contexts, including educational, religious, and community settings. For example, a women’s group at your church or a community volleyball team would be considered affinity groups.
Business Resource Groups (BRGs) are the most strategically aligned with business goals and performance metrics. BRGs often collaborate closely with business departments on initiatives like product development, market insights, and strategy. As a result, they’re more likely to have executive sponsorship. BRGs may evolve from ERGs to adopt a more business-focused purpose while staying committed to community.
Finally, ERGs are more structured than affinity groups but less business-focused than business resource groups. ERGs typically align with diversity initiatives and address a mix of personal and professional needs. They can also influence company policies, but unlike with BRGs, it’s not usually the main focus.
We’ve gathered examples of employee resource groups from major brands like Microsoft, Qualcomm, and AT&T. Though companies may use different terms for these groups, they all share a few common goals: supporting employees, building an inclusive environment, and aligning with business objectives.
In short, don’t worry too much about the name.
8 common types of Employee Resource Groups
ERGs take many structures and formats. Often, they’re organized around certain shared characteristics among group members, such as:
- Nationality
- Ethnicity or race (e.g., Latinx, Black, Asian)
- Gender identity
- Sexual orientation (e.g., a Pride or LGBTQ+ ERG)
- Religion
- Career stage (like young professionals or GenX)
- Parental status (working mothers, single mothers, or groups for dads)
- Specific business initiatives (DEI ERGs, for example)
- Other shared interests or demographic characteristics
Read on to learn about these common types of ERGs in more detail.
Identity-based ERGs or affinity groups
Identity-based ERGs bring together employees with shared characteristics like ethnicity, gender, sexual orientation, religion, age group, or parental status.
By celebrating group members’ similar lived experiences, affinity groups allow employees to feel more included and valued in the workplace. For example, members of a women's ERG come together to share their experiences, develop new skills and build a network of support across the organization.
Interest-based ERGs
As the name suggests, these groups are built around shared interests, hobbies, or passions. For example, an ERG focused on sustainability brings together employees who are passionate about fighting climate change or other environmental issues. Or, imagine a book club, fitness (e.g. running, cycling, yoga), or arts and music groups.
Career-focused ERGs
Career-focused ERGs are based on employees' shared job functions and career paths. For example, a sales-focused ERG brings sales reps together to discuss industry trends, ask questions, and share best practices, wins, or struggles.
These groups tend to serve less as DEI ERGs and more like professional development groups. Naturally, career-focused ERGs are a great place to incorporate professional development initiatives like employee mentoring, career mapping, job shadowing, and networking events.
Well-being support ERGs
Stress and burnout at work are extremely common, as employees balance long-hours and big workloads with home and social responsibilities. But SHRM found, workers who feel a strong sense of belonging at work at 2.5X less likely to feel burned out at work.
An ERG focused on mental health provides resources and support to employees struggling with work/life balance, burnout, depression, grief, or other challenges. Possible activities include sessions on meditation and mindfulness, walks in nature, or teaching healthy coping strategies.
Volunteer groups
For employees who want to give back and make a difference, consider volunteer groups. From charity drives to community clean-ups, volunteer or activism groups offer hands-on opportunities to support worthy causes.
Many employees say they find purpose through volunteering. At the same time, they pick up new skills and connect with coworkers outside the office. Plus, volunteer efforts can boost your company’s reputation and show the world what you stand for. Encourage employees to choose causes that align with your company’s values.
Diversity groups
Diversity groups lead the charge in creating a workplace where everyone feels seen and valued. These groups tackle big goals — like raising awareness about bias, boosting cultural understanding, and implementing diversity recruiting strategies. Diversity groups contribute to a more equitable and inclusive culture by lifting up different voices and letting employees take the lead in creating the workplace culture they want to see.
Business resource groups
If you decide to use business resource groups, you can structure them around a specific business unit (such as finance or HR) or around a particular customer or market segment.
BRG members could brainstorm market expansion strategies, propose new products, or work on improving the company's corporate social responsibility actions.
Believe it or not, business resource groups help employees get better at their jobs. They develop skills and expertise in specific areas, share best practices, and get to know the company better while working closely on strategic objectives.
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For best results, establish clear ERG roles and responsibilities
While ERGs are employee-led, they need organizational support to run smoothly. The type of each ERG will inform its purpose, goals, and how it functions. But you also need leaders to maintain that structure and keep things moving forward.
Before launching your ERG, identify key leadership roles. These leaders will help you assign tasks effectively, maintain strong communication, and allocate resources wisely. Start small if needed, with individuals handling multiple responsibilities to cover all essential tasks.
Here are some of the most common ERG leadership roles:
President or Chairperson
The president or chairperson acts as the primary leader and face of the ERG. This person is responsible for setting the group's direction and aligning its goals with company objectives. They act as the ERG's representative to company leadership and external organizations, making sure the group stays on track and fulfills its mission.
Vice-chairperson
The vice-chairperson partners with the chairperson to keep things running smoothly. They’re the go-to person to step in, fill gaps, and tackle what needs to get done. When the chairperson is unavailable, the vice-chairperson takes the lead.
Marketing and communications lead
The marketing and communications lead drives the group's communication strategy and is responsible for keeping members informed and engaged. They let members know about meetings, events, and group rules via email, social media, web content, newsletters and more. This role leads marketing initiatives to share ERG activities with the rest of the company or the media. They may also maintain documentation to support smooth internal communication.
Events lead
The event lead plans and executes ERG events, including social gatherings, networking meetups, and educational seminars. They collaborate with team members, departments, and vendors to ensure events run smoothly and align with the group's goals. A successful event lead will keep activities organized, impactful, and engaging.
Membership lead
The membership lead focuses on recruiting and retaining members while guiding the culture of the ERG. This person works to create a welcoming and positive environment, where people want to be involved. They may set annular or quarterly membership goals to keep the ERG on track.
Mentorship lead
The mentorship lead is responsible for managing any workplace mentoring programs within the ERG. This includes identifying and matching participants, facilitating meetings, providing resources, and monitoring progress.
This may seem like a big job, and it is. Fortunately, there are tools to help. Together mentoring software seamlessly matches mentors and mentees based on factors like skills, goals, career track, and timezone.
Diversity and inclusion lead
The diversity and inclusion lead is responsible for making sure the ERG is diverse, equitable, and inclusive. They build a culture where all members feel welcome and valued. They will develop strategies for recruiting diverse members, facilitate discussions on diversity-related topics, and create DEI initiatives that celebrate different cultures.
Education and training lead
The education and training lead develops and delivers training programs that align with the ERG's goals. They will identify areas where members need training, create educational resources, and organize training events. This person will likely work closely with the mentorship lead.
Fundraising lead
The fundraising lead is responsible for securing funds to support the ERG's activities. They will develop fundraising strategies, identify potential sponsors, and manage the fundraising campaigns.
Volunteer coordinator
The volunteer coordination lead is responsible for managing the ERG's volunteer programs. They will identify volunteer opportunities, recruit volunteers, and manage volunteer schedules. They will also work with other leaders to ensure that the ERG's volunteer programs align with its goals and mission.
By clearly defining these roles and responsibilities, ERG leaders can ensure that their group operates smoothly and effectively, achieves its goals, and makes a meaningful impact within the organization.
Level up your company with ERGs
ERGs are essential for every organization. Through clear goals, fun experiences, and strong connections, ERGs help motivate and engage employees, ultimately driving workforce productivity.
The more diverse and inclusive your workplace is, the stronger your employee retention strategies become. This helps you attract top talent and boost morale for existing employees — a win-win.
To take your ERG to the next level, consider starting a mentoring program to enrich connections and learning among ERG members. Our platform can help you with key pieces of the program, like mentor matching, content and resources, reporting, surveys, and more.
Learn more about our suite of tools and resources — book a demo today.
