We have launched a new series for our blog titled #ThreeTips. We are in search of Three Tips from our friends in the business community for their creative, actionable, and positive ideas about important topics in the employee experience.

In collaboration with Jen Meza of Yello.

Employee Resource Groups are a critical piece of an organization’s diversity and inclusion strategy. According to The United States Census Bureau, minorities are expected to reach majority status by 2044 due, in part, to the projected growth of Asian, Hispanic and multiracial populations. Companies are therefore looking to increase diversity and promote more people in marginalized groups. And perhaps that's why, according to a 2014 survey by The New Talent Times, almost half (48 percent) of the 1,554 adults in the age range of 18 to 34 were “very interested" or at least “somewhat interested" in joining an ERG to push for these types of changes.

1. Every group should have an executive sponsor to make sure the ERGs are represented on the senior leadership team and get funding. 

2. Representatives from each group should meet regularly (monthly is the cadence that works for us) to share ideas and coordinate events, so each group can learn from the success of the other groups and support each other with co-sponsored programming. 

3. Be authentic and passionate about sharing who employees are and creating communities within the organization.

ERGs can be hugely beneficial if carried out correctly. If you think your own ERG or your company's ERGs begins operating in ineffective or potentially harmful ways, speak up — these groups have been crafted with the intentions to help, and by being an advocate and a leader, you can create the change you wish to see.

What are your thoughts on ERGs? Leave a comment below or email us your thoughts!

Enjoy our content? Take a look at our library of #ThreeTips here.

Want to share your tips on this or another topic around the employee experience? We’d love to hear your thoughts!