- ERGs are often employee-initiated and led, contributing to DEI and culture; however, organizations do not know how to bring them into the overall organizational structure and provide support.
- Organizations either have ERGs emerging or need to encourage ERGs to form, but without support and commitment to time, budget, and resources, the groups do not thrive.
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Our Advice
Critical Insight
HR’s role is to create a pathway with guidance and resources for Employee Resource Groups to increase effectiveness and sustainment. HR must balance providing supporting while not overtaking employee efforts.
Impact and Result
- HR must gather information on ERGs’ needs, interests, and goals to understand their current state and where they require additional support.
- Create a pathway for ERGs to receive formal support (budget, recruitment, and ability to run initiatives), should they choose to become formalized by the organization.
- Help support ERGs by identifying core metrics to measure goals and provide a clear pathway for ERGs to grow and be sustained.