Crystal Williams, Chief Human Resources Officer at FLEETCOR.
getty
At the height of the Covid-19 pandemic, when workforces were dispersed and racial inequities came to the forefront, many businesses placed a renewed focus and energy on their employee resource groups (ERGs). These groups were an opportunity to connect employees with similar interests and backgrounds and create a more diverse and inclusive community.
Even as life has moved closer to normal, top talent is now tougher to attract and retain—and ERGs could be a solution. ERGs unite employees around a particular purpose, enable colleagues to exchange ideas and learn from each other, give a sense of belonging in the workplace and prompt them to grow personally and professionally. ERGs provide a safe place for traditionally underrepresented employees to connect, discuss experiences and provide the company with perspectives of members’ unique needs.
At my organization, FLEETCOR, fostering a culturally diverse and inclusive environment and creating a true sense of belonging are among our top priorities. As such, here are some best practices—five do’s—we’ve incorporated as we continue learning along the journey of building a strong culture in which ERGs are welcomed and encouraged. Consider the following when getting your ERG program off the ground.
1. Communicate by listening, learning and sharing.
Although companies may have many informal internal groups to address various needs, it's important to formalize your ERG program. A key ingredient to success is the willingness to communicate and share experiences, strengths and hope with other group members. New groups may form as people find shared interests and/or experiences or as the need arises.
Since Women at the Table was our first North American ERG, its leaders stepped up to help other groups navigate best practices based on successes and failures. Our ERGs have since expanded into areas such as gender, race/ethnicity and LGBTQ+. Every year, we show commitment to DIB by hosting global awareness events celebrating International Women’s Day, Pride Month, Juneteenth, International Day of Charity, Mental Health Awareness, Disability Awareness and other causes.
2. Gain crucial buy-in and support from the top.
A Great Places to Work® ERG case study found that 100% of executive sponsors of ERGs said company leadership encouraged participation in ERGs, while 52% of ERG leaders agreed. Further, 78% of executive sponsors thought ERG involvement supported career advancement but just 40% of ERG leaders believed this to be true. This study found ERG leaders face challenges including a lack of budget, resources, authority and allies.
Consider having your CEO sponsor your ERGs. Having the CEO’s support and buy-in can be critical to your ERGs’ success. When the C-suite and other global leaders back up ERGs, company culture becomes stronger.
3. Don’t get stuck in ideation—get into action.
There’s nothing wrong with brainstorming ideas and listing all the great things an ERG could accomplish. But understanding that time and resources are limited, it’s best to prioritize one or two initiatives and accomplish them. What are the ERG’s mission and purpose?
By defining the group's mission and purpose, those pillars serve as a foundation (much like that of a house). Without these pillars, it would be challenging to keep the proverbial roof up.
For instance, FLEETCOR’s Women at the Table ERG established a leadership council to keep members on track, which was built on the four pillars of development, involvement, networking and communications. Two additional strategies we found success in implementing were (1) tapping members’ LinkedIn networks and leaders of similar ERGs from other companies and swapping ideas, and (2) getting an HR liaison involved to help move ideas forward.
4. Drive awareness and engagement through communication channels.
Don’t forget the power word of mouth has in generating interest. If every member taps another person or two to join, it’s easy to quickly double in size—or even larger. HR’s support and sponsorship can help ERGs get the word out on anything from an upcoming event to interest in a new group.
When FLEETCOR’s Black Emotional and Mental Health ERG formed last year, communication through the company intranet attracted approximately 400 people to its first meeting. The group relies on Slack channels to engage with members, communicate upcoming events and send out surveys and polls.
5. Measure success, and adjust accordingly.
Don’t assume the ERG events you hold or the topics you cover in group sessions meet members’ needs. Instead, consider engagement surveys or polls to gather feedback and ensure members feel they are worthwhile. We’ve all left events or meetings thinking “That’s two hours I’ll never get back.”
Further, encourage employees wanting to learn more to attend ERG events and meetings to gain others’ perspectives. For example, heterosexual and/or cisgender folks may want to show allyship to co-workers by attending a Pride ERG event or meeting. Or perhaps a white employee is interested in learning how to help those of different races move their causes forward.
Welcome allies to ERG activities by using verbiage like “join our meeting to understand others’ viewpoints and experiences.” Attending a different group’s meeting or event is a great way to understand different lifestyles and outlooks, which can ultimately lead to more productive collaboration.
Better Together
ERGs are important to companies because they give individual employees a voice. They provide a sense of belonging to people of different colors, abilities, backgrounds, genders, political beliefs and more. Rather than being one-size-fits-all, there are many sizes to fit different employees’ needs for inclusion.
Consider incorporating the aforementioned five steps—communication, executive support, action, awareness and measurement—into your ERGs’ efforts and adjust when needed. The prominence of ERGs during the age of the Great Resignation has increased. Try to ensure yours incorporate the right initiatives so employees feel engaged, welcomed and secure.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
