How To Find Members For Your Employee Resource Group

You’re just starting an Employee Resource Group (ERG). You’re motivated and excited, but the response is crickets. That’s right, even though you are excited about your new ERG.

A lack of supporters is one of the main reasons why ERGs fail. Finding members is a crucial piece of the puzzle if you’re wondering how to start an ERG at work.

In this article, we’ll explain why you need supporters for your ERG - and how you can attract them.

Why Members Are So Important for Your Employee Resource Group

As with any project, working with other motivated people is essential. Here are some reasons why members are important when starting an Employee Resource Group.

They’ll help you set reasonable goals

Other people experience the world differently and may have had different experiences in your workplace and the broader industry. As a result, they can fill in any gaps in your knowledge and help you set reasonable and achievable goals.

You’ll gain new perspectives and ideas

Brainstorming in a group is always more fruitful than brainstorming by yourself. You’ll benefit from creativity, life experiences, and ideas with a diverse group of members.

Together, you can work on achieving your ERG goals.

They’ll prevent you from getting burned out

Starting an Employee Resource Group is a big commitment and takes additional time out of your busy schedule. You'll progress without feeling overwhelmed by working with other members and delegating tasks.

How to Attract Members to your Employee Resource Group

You can see why it’s so important to have a team of invested and interested members in your ERG. But how do you get people interested, especially if your workplace doesn’t have a tradition of ERGs?

Read ahead to find out how to get people buzzing about your ERG.

Tap into your current network at work

We all have networks in our workplace - the people we work with directly, the trainees we’ve mentored, and even those we see on our lunch breaks. Now is the time to leverage these networks!

Send them information about the ERG and what it means to you, and ask them to join or spread the word in their networks.

Place sign-up sheets in common areas

Sometimes a little analogue strategy can go a long way! Placing sign-up sheets in the break room and other common areas can attract interest.

Get listed in the company newsletter

Speak to whoever writes the weekly or monthly company newsletter and get your ERG listed. Ideally, you can also include a short write-up that will entice your colleagues to join, bringing us to the next point…

Explain the ‘why’ and the ‘how’

People want to get involved in projects where they know they can make a difference and impact.

If they think your ERG will be a glorified social club, they’ll be far less motivated to join than if they know your specific goals and the impact you’re aiming to have.

Be sure to clearly explain why you’re starting your ERG and how it will improve your workplace and be a force for positive change.

Sharing personal experiences and motivations can go a long way – people respond well to individual narratives.

Run interesting events

Your group meetings can be more than brainstorming sessions and gatherings. If you have a budget, consider bringing in experts to help guide the group’s direction.

Don’t forget the value of leisure and reward – once a year (or more often), treat the group to an evening out or a fun team-building experience.  

You can also host events inviting the entire company, such as an exciting speaker that would benefit everyone to hear. This kind of event can generate interest and help you boost your membership numbers.

Should you invite allies into your ERG?

Should allies (that is, people who are not from the community the group is about) be invited into your ERG? The role of allies in an ERG is a hot topic, and many people have strong opinions one way or the other.

Opponents worry that allies will center themselves in the conversation and minimize people's experiences. In the worst case, members might feel like the same problems, and microaggressions they experience in the world are repeated in the ERG, thus defeating its purpose.

On the other hand, proponents of allies in ERGs believe that inviting them into the group can help make a change. With more members, you can educate more people and make them aware of problems in the workplace.

Of course, you’re free to make your own choice about allies in ERGs. However, if you do decide to include them, consider the following:

• Ensure they do not dominate conversations

• Instruct them to centre the needs of members that have lived experience 

• Encourage listening thoroughly before speaking 

• Consider hosting some meetings that are only for people with lived experiences

Do you need help making your ERG a success?

We coach ERG leaders on how to find volunteers/supporters so their ERG can be successful through our 12-week program.

If you work in HR or Diversity and Inclusion, you can find out more by attending one of our upcoming events.

Do you know someone starting an ERG in their workplace? Share this article with them.