FAQs About Employee Resource Groups
With more companies launching Employee Resource Groups, we’re getting lots of questions about how to start an ERG.
Many of the same questions keep coming up, so we thought it would be helpful to list some of our most frequently asked questions about ERGs in today’s workplace.
Don’t see your question answered here? Get in touch, and we’ll do our best to provide an answer.
How do I find supporters for my ERG?
If you’re just starting an Employee Resource Group, your most important asset is your members.
But how do you get other people excited and involved in your ERG and its goals?
There are plenty of ways to find supporters and members for your ERG.
Start by tapping into your current networks at work, giving them information about the ERG, and asking them to spread the word.
Place a listing in your newsletter and intranet message boards, and put sign-up sheets in common areas.
Importantly, you should explain how joining the ERG will make a difference.
People want to know that their time and effort will have an impact, so be sure to spell out how they can help.
Read more here about finding supporters for your ERG.
How do I write a mission statement for my ERG?
Before you can craft your strategy and set reasonable goals, you need a clear ERG mission statement.
This ‘short and sweet’ document will include what you plan to do, why you’re doing it, how you do it, and why it matters to you and the company.
Think carefully about this statement - it will form the backbone of your strategy, helping you reach your goals and make your company more inclusive and diverse.
How do I write a strategy for my ERG?
When starting an ERG at work, the most important thing you can do is write a strategy.
We have a detailed guide on writing an ERG strategy here, but here are just a few key points.
As mentioned above, you should first register your mission statement.
Your ERG strategy will help you both plan your goals and reach them, keeping you on track and ensuring you also improve the company’s bottom line.
To create your ERG strategy, start by writing your mission statement and then set your goals (more information about that below).
Finally, set your objectives, breaking your goals into more manageable chunks.
For example, your goal might be “improve workplace inclusion.”
However, your objectives will be more minor actions, including hosting events, bringing in external educators, and publishing regular newsletters.
Finally, your strategy should include ways that you can measure your success.
Knowing what’s working (and what isn’t) will help you stay motivated and on track.
To learn how to write an ERG strategy, read more here.
What kinds of goals should my ERG set?
Without a doubt, clear ERG goals are the most critical step toward success.
Defined goals not only keep everyone focused and working toward a common purpose, but they also prevent ‘scope creep.’
Scope creep can happen when you start coming up with new (and often good!) ideas that begin to widen your ERG’s purview slowly.
Before long, your ERG takes on all kinds of random tasks and projects, and you’re dragged away from your original intentions.
Instead, your ERG should have clear, trackable, and attainable goals – they’ll keep everyone motivated and on the same page.
In addition, they should be easy for everyone to understand and relevant to your industry and workplace.
Read more about avoiding scope creep and setting ERG goals here.
How can HR support the ERG?
The HR department can help the ERG with its goals and mission in many ways, which we detail in this article here.
Most importantly, HR can ensure that members are given time during their day to work on ERG projects, and they can help managers understand just why this work is so important.
Similarly, they can ensure that ERG leaders are recognized and rewarded and fight for the ERG to get the budget it needs and deserves.
Read more about how HR can support your ERG here.
What is an ERG executive sponsor?
ERG executive sponsors can help you communicate with the company’s leadership.
They are usually senior leaders with a strong reputation in the company.
As such, they can help you liaise with other leaders and ensure your goals are aligned with the company’s business goals.
If your ERG doesn’t have an executive sponsor, you lack a crucial component for success.
They can help prevent ERG leader burnout by providing a sounding board and sage advice.
Learn more about executive sponsors here.
How do I get support and training for my ERG?
If you need support, advice, and ERG best practices when starting an Employee Resource Group, our 12-week program can help.
Starting an ERG is new territory for many companies, and we can help you gain the knowledge you need to make your ERG a success.
If you work in HR or Diversity and Inclusion, you can find out more by booking a call.
