Dear Holistic,

We’re a growing company and now that we are hiring more employees, do we need employee resource groups (ERG)? We don’t know where to start.

What are some examples of inclusive ERGs? How do we decide if a group should have an ERG? Should people get paid for participating in one or running one?

One of our core values is inclusion. We want to create safe spaces for everyone at our company and we need your help making this a possibility.

Sincerely,

Eager for ERGs

* * * *

Dear Eager for ERGs,

Thanks for writing!

The short answer is yes. You should have ERGs if your company has enough people to support them. We think the right number of people in the company to make sense to support ERGs is about 30-40. 

There can be a number of reasons for creating an ERG, including making space for like-minded individuals with common interests (Health & Wellness, Parents) or identity communities (LGBTQIAA+, AAPI, Women) to connect. The most important thing, though, is this should be an employee-led initiative that has the support of leadership and HR, so all parties are working together to elevate employee voices and provide an avenue for new ways to improve the employee experience. Employees should decide which ERGs they feel passionate about forming and go from there.

Think of this as another way to mobilize your own people and allow them to actively involve themselves in the employee engagement experience. As a bonus, these types of groups help to attract and retain top talent and demonstrate a company’s commitment to diversity.

To learn more about ERGs and why they’re important, take a look at our other blog post: #ThreeTips: Employee Resource Groups

Yours truly,

Holistic

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