Employee Resource Groups (ERGs) play a critical role in fostering inclusivity, professional development, and employee engagement within organizations. These voluntary, employee-led groups provide a space for individuals with shared backgrounds, identities, or interests to connect, support one another, and advocate for positive workplace changes.
This guide will walk you through how to start an ERG at work – from defining its purpose and gaining organizational support to structuring operations and ensuring long-term sustainability. Whether you’re looking to create an ERG focused on diversity, wellness, professional growth, or another initiative, this blog post is your go-to guide for ERG success!
Understanding ERGs and their Purpose
What is an Employee Resource Group?
An Employee Resource Group (ERG), also known as an affinity group, is an organizational group led by employees and designed to provide community for workers with shared experiences, characteristics, or interests.
Often, ERG programs focus on characteristics such as race, gender, sexual orientation, disabilities, or veteran status. That being said, we recommend making your group inclusive to all employees who wish to join and participate.
Within an organization, ERGs serve multiple purposes, including:
- Building feelings of workplace belonging
- Offering networking and mentorship opportunities
- Driving professional and leadership development
- Supporting employee recruitment and retention efforts
- Advocating for policy changes that support employees
- Strengthening company culture and engagement
Benefits of Starting an ERG
Before you learn how to start an ERG, you might wonder why it’s worth the time, energy, and commitment. We’re happy to share that ERGs can bring a wide variety of benefits for both employees and organizations!
For employees, ERGs can provide a sense of belonging, career advancement opportunities, mentorship, and a safe space to share experiences. ERGs can also function as a space to form positive cross-team social connections at work. These connections can lead to smoother communication on projects and a greater sense of trust in the workplace.
For organizations, ERGs can grow employees’ knowledge and skills, build morale and well-being, improve retention rates, and enhance your reputation. ERGs also provide opportunities for employees to brainstorm new product ideas and initiatives, consider untapped customer segments, and come up with creative solutions.
Delve deeper into how employee resource groups can benefit your organization and its employees with our blog post exploring the benefits of ERGs. Another helpful read: SHRM’s article, What the DEI Executive Orders Mean for Employee Resource Groups.
Planning Your ERG
Identifying Your ERG Focus
Before launching your ERG, take time to determine the purpose of your group and how it will positively impact the organization.
While your group’s goals and programs are likely to evolve over time, it’s helpful to outline some initial plans to work from. Having your ERG’s focus defined can help gain buy-in from leadership as well as ensure that everyone involved is on the same page. Consider how your proposed ERG aligns with the company’s mission and values to demonstrate how the group can help move the company closer to its goals.
You can also look to peer organizations in your industry for inspiration. For instance, noteworthy companies that have successfully implemented ERGs or related groups span industries and include Apple, 3M, EY (Ernst & Young), Mattel, Caterpillar, IBM, and many others.
Building Your Core Team
A successful employee resource group starts with a strong leadership team. Aim to recruit members who are passionate, dedicated, and willing to contribute their time and ideas. Then, vote on roles based on members’ areas of expertise and interests. Key ERG leaders can include:
- Chair / President: Leads the group, facilitates decision-making, and often represents the ERG.
- Vice Chair: Supports group leadership and facilitates ERG activities.
- Treasurer: Manages the group’s budget and financial records, ensures financial compliance with organizational policies.
- Communications Chair: Handles internal and external marketing and communications.
- Recruitment Chair: Leads the effort to bring new members into the group.
- Events or Professional Development Chair: Takes the lead to plan educational and social events, activities, and programs.
Take time to evaluate your group’s needs, goals, and budget to determine which roles will best serve your group. From there, it’s time to gain buy-in from your executive leadership. Read on to learn how!
Gaining Organizational Support
Finding Executive Sponsors
In order for your ERG (or any corporate initiative) to succeed, it’s important that leadership gain an awareness of its value and advocate for its continued use of resources. A executive sponsor is someone on your company’s leadership team who is willing to advocate for the group’s importance within the organization. They can help your ERG secure funding, approval for use of corporate facilities or amenities, community connections, visibility within your organization, and more.
When seeking executive sponsors for your ERG, here are some tips to keep in mind:
- Identify leaders whose experiences and goals align with your ERG’s mission.
- Clearly explain how the ERG aligns with company objectives – and (if applicable) their professional goals.
- Present the benefits and potential ROI (return on investment) of the group.
- Demonstrate the positive impact of ERGs in similar companies within your industry or area.
Developing Your Business Case
Creating a proposal or presentation to share the business case for your ERG can help gain executive buy in and serve as a recruitment tool for new group members.
The foundation of your business case should outline your ERG’s mission and goals. Then, identify specific corporate goals that your ERG will help accomplish. For instance, does your company’s strategic plan include a goal to streamline project workflow by integrating siloed teams? If so, share how your ERG will foster conversations and connections across different departments.
Point to the benefits of ERGs and examples of ERGs making an impact in your industry. While this type of benchmarking may take a little research, it can go a long way toward making the case for your ERG. You’ll also want to include a requested budget and proposed funding sources, along with a breakdown of how funds will be spent. This can be accompanied by an anticipated or rough draft calendar of programming and events.
While your group’s plans may change depending on the resources available, approaching leadership with a thoughtful plan will help begin things on a positive and prepared note, setting the stage for a productive conversation.
If you’re an executive looking to understand how you can best support ERGs at your organization, watch our 5-minute video guide below!
Creating Your ERG Framework
Establishing ERG Goals and Objectives
Set your ERG up for success by establishing clear goals and objectives for the group. You can use the popular SMART framework to set goals that are Specific, Measurable, Achievable, Relevant, and Time-Bound.
Examples of SMART Goals for your ERG:
- Recruit 5 new ERG members within the group’s first year.
- Host at least one networking event per quarter.
- Connect with your HR department by the end of this calendar year to implement a mentorship program.
Drafting Your ERG Charter
An ERG charter is a document that provides structure and governance for your group. Key elements of your charter can include your ERG’s mission and vision, eligibility for membership, leadership roles and responsibilities, funding and resource allocations, and meeting and event guidelines.
Remember, when determining membership eligibility criteria, it’s important to be inclusive of everyone. In other words, make sure your group does not exclude people based on their race, gender, nationality, or other characteristics.
If your ERG is geared toward a specific group of employees, welcome employees who are allies to attend and participate. Including allies can help you spread your group’s mission further within the organization, sharing knowledge and awareness with everyone. In this way, you can create even more ambassadors and advocates for your group.
Setting Up ERG Operations
Creating a Budget Plan
A well-planned budget is essential for any ERG to operate effectively and achieve its goals. Start by outlining your group’s anticipated expenses. For instance: event costs, guest speaker honorarium fees, promotional or educational materials, and marketing efforts. Consider both front-loaded costs that are needed to get the group rolling as well as variable costs that will change over time.
If your company provides funding, work closely with your leadership or HR teams to understand any applicable guidelines or reporting requirements. Additionally, you can explore alternative funding sources, such as sponsorships from specific company departments, partnerships with external organizations, or other funding opportunities. A clear, well-documented budget not only ensures a framework for financial sustainability, it also strengthens your ERG’s credibility when seeking additional resources.
Developing Programming Ideas
Engaging and meaningful programming is the backbone of a successful employee resource group. Begin by surveying existing members to understand their interests and needs, ensuring that events align with the group’s mission and company culture.
Then, consider a mix of activities, such as educational workshops, guest speaker sessions, networking opportunities, volunteer initiatives, and cultural celebrations. Partnering with other ERGs or company departments can help you build your programming by bringing in new perspectives and resources. Finally, strive for inclusivity by offering both in-person and virtual events, accommodating different schedules, and ensuring accessibility for all employees.
Looking for unique, impactful programming that your team will love? Explore sessions from Unexpected Virtual Tours & Training to bring dynamic, interactive learning opportunities to your ERG. With a 5-star rating from 2,800+ Google Reviews, there’s a reason why ERGs book our virtual team building experiences over and over again.
Building ERG Membership
Marketing Your ERG
Effective marketing is key to growing your ERG and keeping members engaged. You can share about your group in company newsletters, intranet postings, on social media, and through word-of-mouth to reach a diverse audience.
Creating materials with engaging visuals, testimonials from current members, and regular group updates can help maintain interest and momentum. Additionally, you can host kickoff events, lunch and learn sessions, or “open house” style networking events to attract new participants. As the saying goes, consistency is key, so establish a content calendar to keep your messaging timely and relevant.
Looking for more specific ERG guidance? Explore our blog posts on best practices for meeting the needs of Black employee resource groups and how to lead a multicultural employee resource group.
Member Engagement Strategies 
Keeping ERG members engaged requires a thoughtful approach that prioritizes connection, inclusivity, and the value of membership. Start by creating a welcoming environment where all members feel heard and empowered to contribute. Regularly solicit feedback through surveys or informal check-ins to understand evolving needs and interests.
To maintain enthusiasm and involvement, host a variety of events – including networking opportunities, professional development workshops, and social get-togethers. Additionally, you can utilize internal communication channels, like company newsletters or Slack groups, to ensure that members stay informed and engaged between meetings.
As your group grows, be sure to warmly welcome new members, recognize ongoing members’ contributions, and celebrate the group’s wins. In this way, you can foster a sense of community and rapport among members to build long-term engagement.
Browse our blog post with ideas for ERGg events for more inspiration. Or, you can explore our lineup of live virtual team building and cultural training programs available to book for your group!
Measuring ERG Success
Tracking the impact of your ERG is essential for securing ongoing support and ensuring continuous improvement. Setting clear goals from the start allows you more effectively measure progress. That being said, it’s never too late to begin!
Metrics such as membership growth, event participation rates, employee satisfaction, and leadership engagement can provide valuable insights into your ERG’s effectiveness. Beyond numbers, anecdotal feedback from members about how the ERG has influenced their work experience or sense of belonging is equally important. Regularly reviewing these metrics can help you continue to improve programming over time and demonstrate the value of the ERG to leadership.
Tracking Key Performance Indicators
Key Performance Indicators (KPIs) provide concrete data on your ERG’s success and areas for improvement. Some common KPIs to think about include membership retention, attendance at events, engagement in online communities, and leadership representation. Tracking participation in mentorship programs or career advancement among ERG members can also highlight your group’s professional impact.
Additionally, evaluating broader employee feedback scores on inclusivity and workplace culture can demonstrate the ERG’s influence within your organization. By consistently monitoring these metrics, ERG leaders can make data-driven decisions and adjust strategies as needed to enhance effectiveness.
Ensuring ERG Sustainability
A sustainable ERG not only benefits employees but also contributes to a more inclusive and engaged workplace culture. For an ERG program to thrive long-term, it must be built on a foundation of strategic planning and strong leadership. A few tips to ensure group sustainability:
- Pursue executive sponsorship and dedicated funding to provide stability and resources for growth.
- Document important plans and procedures – for instance, event planning templates, communications calendars, outreach messages, etc.
- Encourage broad participation, rather than relying on a few key individuals, to sustain momentum.
Succession Planning
Leadership transitions can be challenging for any organization, including ERGs. With that in mind, succession planning for ERG leaders is a critical part of your group’s long-term success.
Identifying and mentoring future ERG leaders ensures continuity and prevents burnout among current organizers. Establishing term limits or rotating leadership positions can also provide opportunities for fresh perspectives while maintaining institutional knowledge.
If your group hasn’t yet considered succession planning, make it a priority to discuss among your group’s leaders. While it can take some effort to put plans in place, the relief and peace of mind that come from knowing matters are handled are often worth it!
Common Challenges and Solutions
Launching and maintaining an ERG comes with obstacles, but proactive strategies can help overcome them.
One common challenge is low group participation. This can be addressed by surveying employees to understand their interests and adjusting programming and marketing efforts accordingly. Securing company support can also be difficult, but building a compelling case with data on ERG benefits – such as improved retention and employee engagement – can help gain leadership buy-in.
Additionally, balancing ERG responsibilities with work commitments is a concern for many members. Providing flexible involvement options and clear role expectations can help prevent stress and burnout.
By anticipating and addressing these challenges, your ERG can create a lasting impact and foster lifelong connections between employees.
Let’s Connect
Ready to take your ERG to the next level? Reach out below to schedule a top-rated live virtual team building program. Join us to see why our programs are loved by teams from UPS, Salesforce, Coca-Cola, and more!
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