ERG Meaning: What Are Employee Resource Groups and Why Do They Matter?

An employee resource group is an employee-led workplace collective that focuses on professional, people, and culture interests such as:

In today’s business environment, employee resource groups help build positive workplace culture by:

As a future leader, joining an ERG has many benefits that go far beyond connection and support. MBA candidates and other professionals looking to advance their careers may find that being part of an ERG can boost their leadership potential. 

ERG meetings provide an opportunity for MBA students and others to build their networks and hone skills in communication, conflict resolution, and workplace advocacy — all essential soft skills for future leaders. 

Whether you’re working, pursuing your education, or both, collaborating with ERGs can have lasting influence. The work of an ERG can positively impact policies and even company culture.

Forming an ERG and getting it off the ground is a process that takes time. Careful consideration, planning, and nurturing can make all the difference in its success. Here are 5 things to consider when starting an ERG.

Start by finding a specific topic for your ERG. Would coworkers be interested in groups for women in tech or sustainability? Ask around or consider doing an employee survey to see what generates the most interest. There is no limit to the number of groups a business can have. The important factor is engagement. When people have a genuine interest in the topic, they are more likely to participate and stay involved in the group.

Invite participation from members of the executive team or other senior leaders. Their support can increase visibility and legitimacy among employees. It might also foster stronger employee-leader communications, provide resources such as funds for events, and help bring about policy changes that align with company business strategies.

Design a group charter that outlines mission, goals, and activities the group will undertake, along with the leadership structure for employee participants. A well-defined charter gives the group a strong foundation and defines expectations. It also provides a way to measure success.

Share the details of your ERG groups and invite participation via your employee newsletter or intranet, or by posting flyers around your workplace.

Get your ERG off to a solid start by inviting people to step into leadership roles, such as taking meeting notes and communicating group news with human resources. Consider if you need someone to be in charge of arranging speakers or coordinating events, based on the group’s mission and goals.

Both ERGs and unions support and advocate for employees, yet there are subtle differences between the two.