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Create a Pathway for Employee Resource Groups (ERGs) to Connect to Organizational Support

With organizational support ERGs can grow and be sustained.

  • 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.

Create a Pathway for Employee Resource Groups (ERGs) to Connect to Organizational Support Research & Tools

2. Create structure, processes, and tools to support ERGs

Finalize an overview of the governance framework, executive sponsor roles, guidelines, and resources for ERGs seeking organizational support.

3. Establish metrics and plan for sustainment

Establish metrics and identify opportunities for HR to provide ongoing support.

Workshop: Create a Pathway for Employee Resource Groups (ERGs) to Connect to Organizational Support

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Conduct a Current State Analysis

The Purpose

Gain an understanding of the current state/baseline for ERGs at the organization.

Key Benefits Achieved

Having a better understanding of the current state of the organization’s ERGs and a vision for the desired future state.




History of ERGs


Current state analysis of ERGs at the organization

  • PESTL analysis (optional)
  • SWOT analysis or Start/Stop/Continue (optional)

Discuss desired future state


Discuss ERG charter


Draft ERG charter (if needed)

  • ERG Charter Activity Sheet

Module 2: Determine the Purpose of ERGs

The Purpose

Determine the purpose for the ERGs and their strategic frameworks.

Key Benefits Achieved

  • Having a clear purpose for the organization’s ERGs.
  • Optimizing the strategic frameworks for ERGs within the organization.




Discuss the organizational DEI strategy and how ERGs must be aligned with the overarching DEI strategy

  • Strategy framework for the ERGs

Determine ERG pillars

  • Sample ERG Activation Playbook

Determine ERG initiatives


Determine proposed ERG metrics


Overview of event planning for ERGs: high-level milestones and ERG calendar

  • Recommendations for next steps in planning ERG calendar

Module 3: Develop an ERG Governance Model

The Purpose

Determine the appropriate governance framework for the ERGs.

Key Benefits Achieved

  • Establish governance framework including roles and responsibilities.
  • Foster effective relationships with key ERG stakeholders.
  • Foster the sustainability of ERGs.




Discuss the importance of ERG governance and alignment with DEI strategy.


Review and discuss the ERG governance framework types.


Draft ERG governance framework for the ERGs. Discuss roles and responsibilities. Discuss sourcing volunteers.

  • Governance framework for the ERGs

Discuss sustainability of ERG. Discuss the role of Executive Champion(s). Discuss the role of HR.


ERG leadership reflection.

  • ERG leadership reflection

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

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A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

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Get the help you need in this 3-phase advisory process. You'll receive 5 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Understand the current state of ERGs.
  • Call 1: Discuss the current state and HR’s role in providing support to ERGs.

Guided Implementation 2: Create structure, processes, and tools to support ERGs.
  • Call 1: Outline the governance framework, executive sponsor roles, and guidelines on resources.
  • Call 2: Review the formal application process and curate tools to support ERGs.

Guided Implementation 3: Establish metrics and plan for sustainment.
  • Call 1: Review annual goals and metrics for ERGs.
  • Call 2: Identify opportunities for HR to provide ongoing support.


  • Agatha Kennedy. Director of DEI, WildBrain
  • Eva Beasley. Product manager, UiPath
  • Camille Galindez. Senior Talent & Inclusion Specialist, IBI Group
  • Clarice Colon. Vice President of Talent, Whole Foods
  • Dumebi Egbuna. Co-founder, Chezie
  • Jes Osrow. DEI & Org Development Consultant, The Rise Journey
  • Jesse Silva. Associate Director, Texas State University
  • Kanetra Hights. Director of Diversity, Equity & Inclusion, C.H. Guenther & Son
  • Vijay Pendakur. Vice President of Diversity, Equity & Inclusion VMWare