Empowering belonging: Starting and Sustaining Impactful ERGs

Employee Resource Groups (ERGs), also known as affinity groups, employee networks, or business resource groups, are powerful tools for building community, fostering inclusion, and driving meaningful change within an organization.

Whether you’re an emerging ERG leader or a company leader looking to better support your people, this overview outlines what ERGs are, how to start them, how to lead them with purpose, and how leadership can build a culture where they have the support to thrive.

1. What Are ERGs?

ERGs are voluntary, employee-led groups that bring together people with shared identities, backgrounds, interests, and/or experiences. They often focus on aspects of personal diversity such as race, ethnicity, gender, disability, LGBTQIA+, parenting status, or veteran status. They can also be interest-based such as a focus on wellness, community service or sustainability.

At their best, ERGs: ERGs can serve many purposes depending on the maturity of the group and the organization’s goals. Some examples include:

• Foster Connection & Belonging: Build community through identity-affirming spaces, while offering safe environments where employees feel seen, heard, and supported.

• Promote Education & Advocacy: Create learning spaces that raise awareness about identity, equity, and inclusion, encouraging open dialogue and intercultural understanding.

• Support Growth & Development: Offer mentorship, networking, and development opportunities while helping to supporting the growth of talent both personally and professionally.

• Influence Organizational Strategy: Partner with leadership to help inform policies, practices, communications, services, and community engagement, acting as additional advisors on inclusive practices.

• Advance Well-being & Retention: Reduce isolation and improve mental health by fostering solidarity, encouragement, and purpose at work.

Fun Fact: The first ERG was created at Xerox in Rochester, NY in the 1960s, in response to the civil rights movement.

Black employees launched the National Black Employee Caucus to address workplace inequities, laying the foundation for thousands of ERGs that now exist across industries and the world.

2. getting started: how to launch an erg

Starting an ERG doesn’t have to be overwhelming. It starts with an need, usually a few passionate employees who want to simply create space for understanding and community.

Steps to Get Started:

• Clarify the Purpose - What gap or need does this group fill? A clear “why” will attract members and secure leadership support.

• Gather Interest - Host an informal listening session, share a survey, or start a small group chat to explore ideas.

• Build a Core Team - Recruit 2-4 dedicated co-leaders who reflect the community and its interests you're serving. Shared leadership helps to prevent overwhelm and burnout.

• Draft a Simple Charter - Include purpose, goals and structure. Keep it flexible.

• Seek Executive Sponsorship - Ideally, find a leader who can advocate for the group, help remove barriers, and serve as a liaison to upper management.

• Launch With Intention - Host a kickoff event that allows wide participation. Share the group’s mission, vision, and how others can get involved.

  
  

Tip: ERGs don’t need to do it all or all at once. Start small and grow with the group.

3. What ERGs Can Do in Their Meetings

ERG meetings are the heartbeat of the group. They offer space to recharge, connect and grow. Whether formal or informal, they should feel welcoming, engaging, purposeful and aligned with your purpose.

Ideas for ERG Meetings:

1. Start with a Pulse Check or Icebreaker

   • Check-in question: “Tell us something good?” or "What's on your mind today?"

   • Share a quote or affirmation to open the space

   • Try a short mindfulness moment to center the group

2. Host Listening Sessions or Open Forums

   • Facilitate honest conversations around workplace experiences

   • Use themed prompts or anonymous input for safe sharing, if helpful

3. Share Learning & Development

   • Watch a short video or podcast together and discuss

   • Invite a guest speaker (internal or external)

   • Host a peer-led skill-share or training session

4. Celebrate & Highlight Members

   • Celebrate member milestones (promotions, work anniversaries)

   • Invite members to share their stories or expertise

5. Collaborate on Planning

   • Brainstorm events, panels, or campaigns

   • Partner with other ERGs or departments on joint initiatives

6. Center Career and Life Support

   • Share resources, development opportunities and external events

   • Host conversations about imposter treatment or burnout

7. Make Space for Joy

   • Host games, trivial or themed socials

   • End meetings on a positive note with gratitude and shoutouts

   
   

   4. setting ergs up for success: best practices

Leading an ERG is both a privilege and a responsibility. Here are a few ways to stay grounded and effective:

• Set Realistic Goals: You don’t have to solve or be everything for everyone. Prioritize 1–3 focus areas each quarter or year.

• Collaborate and Unite: Partner with other ERGs or departments to share ideas and amplify efforts.

• Communicate Clearly: Keep members and leadership informed, utilizing formal updates and storytelling to build transparency and trust.

• Take Care of Yourself: Leading an ERG often comes on top of your full-time role. Advocate for support and create boundaries that support your wellbeing.

• Stay Connected Between Meetings: Create a group chat, newsletter, or dedicated online space to share resources, celebrate wins, and keep connection between gatherings.

• Listen and Stay Flexible: Check in regularly with your members. The needs and focus of the group may evolve over time, so remain flexible and adaptable.

• Track Your Impact: Keep a log of meetings, activities, attendance, and outcomes. This helps to track progress and advocate for ongoing support.

Tip: Rotate formats, for example: one month formal program, then the next a chill conversation. Consistency builds trust and variety builds engagement.

How Leaders and Organizations Can Support ERGs

ERGs provide measurable benefits to organizations beyond supporting employees. They help attract top talent by demonstrating commitment to a range of employees, boost retention by fostering a sense of connection, strengthen the employer brand by showcasing an inclusive and values-driven culture, drive innovation through diverse perspectives, and enhance employee engagement by connecting and motivating team members.

Support from leadership can make or break an ERG’s success. Here’s how organizations and their leaders can show up meaningfully:

1. Fund and Formalize Support

   • Provide a modest budget for events, swag, speakers, or training.

   • Allow ERG leaders protected time for their roles, meetings and initiatives.

   • Include ERGs in organizational strategies and updates.

2. Support Without Over-Control

   • Let ERGs remain employee-led. Provide guidance through regular meeting times, but do not micromanage.

   • Trust the leaders to understand and respond to community needs and learn from them.

3. Listen and Follow Through

   • When ERGs elevate ideas or concerns, respond thoughtfully. While some change takes time, transparency and acknowledgement builds trust and understanding.

   • Incorporate ERG insights into employee engagement strategies.

4. Celebrate and Share the Wins

   • Recognize ERGs during staff meetings, newsletters, during culturally relevant months and throughout the year.

5. Commons Watchouts: To sustain ERGs and ensure meaningful impact, leaders should be mindful of the following potential challenges:

   • Burnout: ERG leaders often take on additional work outside their regular roles. Avoid overloading them by providing resources, protected time, and compensation where appropriate. Support co-leadership models and manageable scopes.

   • Symbolism Without Substance: Avoid using ERGs as a surface-level fix or performative gesture. Their insights should be integrated into broader efforts, but they do not replace organizational accountability for equity and inclusion advancement.

   • Exclusivity: ERGs should remain inclusive and accessible to all interested employees, while still centering the voices of the community they represent. Clarify participation guidelines and keep the focus on solidarity, not separation.

   • Compliance: Ensure ERGs operate within company policies and legal guidelines. Maintain clear charters, define advisory roles, and communicate expectations for leadership and membership structure.

     
     

Closing Encouragement

ERGs thrive when they are treated not as a side project but as a vital part of culture and strategy. With the right structure, support, and spirit, these groups can transform not just individual experiences, but entire organizations.

Start with people. Lead with purpose. Build with care.

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