Employee resource groups (ERGs) are great places for employees to connect over shared identities and experiences. They create a sense of community, enhance feelings of belonging, and help people from traditionally marginalized groups support and elevate one another.
But depending on a company’s size, structure, broader culture, and internal communications channels, all the great work ERGs do can get lost in the shuffle. As an HR or DEI leader, you want to be a strong advocate for these important groups and make sure that their efforts are recognized, particularly among senior leadership. Experts at Catalyst’s enERGize 2024 shared the following tips to help you elevate the ERGs in your organization:
- Remind leaders to engage with ERGs every day, not just during special occasions
Stay informed about the work of your organization’s ERGs so you can speak about their activities when their members are not in the room. Ask to be on their mailing lists and calendars and subscribe to their newsletters. This will ensure that you know what they are doing year-round.
“Our diversity groups and our ERGs are present and alive and acting as our authentic selves 365 days a year,” said Nicole McCormick, Senior Manager – National Assignment & Indigenous News Team at CityNews in Toronto, part of Rogers Communications. “So please don’t treat us like the flavor of the month. […] As allies, […] I need you to recognize […] that we need your support and your love and your friendship and your everything all of the other months of the year as opposed to just say, Indigenous History Month. And I think most of the ERGs will feel that, too. […] We’re human and we’re doing the work all of the other months, too.”
- Start small with senior leaders
Both our expert speakers agreed that getting company leaders involved in ERG efforts is important, noting that anyone can help bring leaders into ERG conversations or events.
McCormick emphasized that senior leaders’ involvement, even in little ways, can amount to a lot. She said, “Just ask them for their time. A lot of the leadership, they’re thinking big, which I think they should. But what can they achieve in their day? So, is it coming to an event for 15 minutes? Is it saying a land acknowledgment? Is it them reaching out to say, ‘How can I support you?’, (which I often encourage leadership to do)?”
- Amplify ERGs’ wins
Helping to promote heritage dates, educational opportunities, and ERG events before they occur demonstrates great allyship — but remember to celebrate their successes after the fact as well.Inform business leaders about how well those events were attended, what people had to say about them, and what the ERGs will do next. Encourage them to join events whenever possible because when leaders have firsthand experience with ERGs, their participation and passion will inspire others to join them or become active allies themselves.
Jamie Bergeron, Associate Director, Americas Diversity, Equity, & Inclusiveness Center of Excellence at EY, advised leaders to show up as allies not only in times of distress and times of celebration but also in the moments in between. “Everyone can be an ally, and everyone can use an ally, including our leaders,” she said.
Modeling allyship and advocacy for ERGs is a great way to help them gain visibility with senior leaders and across an organization, and it can also create meaningful opportunities to connect. As an advocate, you can build valuable relationships across all levels of the organization. Through sharing ERGs’ accomplishments year-round with your organization’s leaders, you will elevate their important work and encourage allyship.
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