If you’re a business leader, HR professional, or employee wondering how to make your workplace more inclusive, connected, and engaging—this guide to employee resource groups (ERGs) is for you. Whether you're trying to improve team morale, retain diverse talent, or simply create a culture where people feel heard, ERG groups are one of the most impactful, low-barrier strategies available today.

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Whether you’ve heard the term in a town hall meeting, seen it in a company newsletter, or are part of one yourself, ERGs (employee resource groups) are becoming foundational to how companies support their people. This ERG guide is designed to help both leaders and employees understand the what, why, and how of ERG groups, and why these communities are more than just optional initiatives—they’re strategic tools for engagement, growth, and belonging.

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Employee resource groups are voluntary, employee-led collectives that unite individuals based on shared characteristics, identities, or interests. These characteristics can include race, gender, ethnicity, sexual orientation, parenting status, disability, veteran status, or even shared passions like sustainability or mental health.

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The purpose of ERG groups is to create safe spaces for open dialogue, mutual support, and advocacy. But beyond this, they act as bridges—connecting the lived experiences of employees to leadership strategies, HR policies, and business goals. This erg guide wouldn't be complete without acknowledging that while ERGs are grassroots in nature, their impact can influence company-wide change.

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The roots of employee resource groups can be traced back to 1970 at Xerox, where then-CEO Joseph Wilson supported the formation of the first corporate ERG in response to racial tensions. This group was created to give Black employees a voice in shaping company culture, laying the groundwork for what would become a global movement. Since then, organizations like IBM, AT&T, and Microsoft have led the way in integrating ERGs into their DEI frameworks.

Today, ERGs are widespread, with over 90% of Fortune 500 companies hosting some form of employee resource group. These erg groups not only serve underrepresented communities but also provide platforms for allyship, innovation, and leadership development.

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Every organization structures their ERG groups differently, but some common types include:

• Women’s Networks
  Supporting women in leadership, pay equity, and work-life balance.

• LGBTQ+ ERGs
  Advocating for inclusive benefits, policies, and representation.

• Multicultural Groups
  Elevating the voices of ethnic and racial minorities.

• Veterans ERGs
  Providing support and recognition for employees with military backgrounds.

• Parent and Caregiver ERGs
  Focusing on flexible working policies, parenting resources, and mental wellness.

• Disability and Accessibility ERGs
  Raising awareness around accessibility and neurodiversity in the workplace.

These employee resource groups can also collaborate or intersect, especially in companies that recognize the importance of intersectionality in identity.

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For leadership teams, understanding the value of erg groups is more than just good ethics—it’s good business. According to a 2021 McKinsey report, companies with more diverse leadership teams are 35% more likely to outperform their peers financially. When employee resource groups are empowered and aligned with strategic goals, they help drive inclusion, innovation, and engagement across the organization.

This erg guide highlights a few key reasons leaders should be active supporters of ERGs:

• Retention and Engagement: Employees who participate in ERGs report feeling more connected and committed to their organizations.

• Cultural Insight: ERGs give leaders direct access to unfiltered feedback from underrepresented voices.

• Brand Reputation: Public support for ERGs signals a strong DEI stance to candidates and clients alike.

• Leadership Development: ERG leads often gain experience in project management, budgeting, and people leadership—skills that benefit the larger business.

Whether you're early in your career or a seasoned professional, participating in employee resource groups can offer immense personal and professional growth. Here’s what employees typically gain:

• Community: A sense of belonging and understanding among peers with similar experiences.

• Support: Emotional and logistical support for navigating challenges in the workplace.

• Opportunities: Networking, mentorship, and visibility across the company.

• Voice: A chance to advocate for meaningful change and shape company culture.

Joining or even just supporting erg groups as an ally helps strengthen company culture and ensures diverse voices are not only heard but valued.

Several companies stand out for their strong employee resource groups:

• Salesforce has over 13 ERGs known as “Equality Groups,” focusing on various dimensions of diversity.

• Google’s ERGs (including Black Googler Network and Women@Google) are backed by exec sponsors and global reach.

• Accenture India offers ERGs across gender, disability, LGBTQ+, and veterans, integrated directly into leadership learning and development.

These companies treat erg groups not as side projects but as integral parts of employee experience and corporate strategy.

As the workplace continues to evolve, employee resource groups have become essential tools for building inclusive, resilient, and connected organizations. They are no longer "nice-to-haves" or HR side projects—they’re drivers of engagement, innovation, and authenticity.

This erg guide should serve as a reminder that ERGs only work when they are backed by real support, meaningful action, and shared responsibility. Whether you're a leader looking to amplify diverse voices or an employee seeking a community where you belong, erg groups offer a path forward.

In a time when workplace culture is being redefined, ERGs help ensure we move forward together—with empathy, purpose, and impact.

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Because when employees feel seen, heard, and supported—everyone wins.

FAQ: Common Questions About ERGs

Q: Are ERGs only for large companies?
A: No. Small and mid-sized businesses can benefit from even one ERG, especially in remote or hybrid environments.

Q: Can allies join ERGs?
A: Absolutely. Most ERGs encourage allies who want to support, learn, and advocate.

Q: What if I don’t see a group that fits me?
A: Many companies allow employees to propose and start new ERGs. If you feel something is missing, you might be the one to create it.

References

1. McKinsey & Company. (2021). Diversity Wins: How Inclusion Matters.
   https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters

2. Harvard Business Review. (2021). How to Get the Most Out of Your ERG.
   https://hbr.org/2021/08/how-to-get-the-most-out-of-your-employee-resource-group

3. Society for Human Resource Management (SHRM). Employee Resource Groups Can Drive Inclusion.
   https://www.shrm.org/hr-today/news/hr-magazine/winter2022/pages/employee-resource-groups-can-drive-inclusion.aspx

4. Salesforce. Equality Groups.
   https://www.salesforce.com/company/equality/equality-groups/