How To Build Inclusive Employee Resource Groups 

Employee Resource Groups (ERGs), also known as Affinity Groups or Employee Networks, are voluntary, employee-led groups within an organization that bring together individuals who share common characteristics, backgrounds, interests, or experiences. ERGs are typically focused on promoting diversity, inclusion, and equity within the workplace.

Organizations can take several steps to develop inclusive Employee Resource Groups (ERGs) and ensure their effectiveness in promoting diversity, equity, and inclusion. Here are some key considerations:

Leadership Support:

Leadership buy-in and support are crucial for the success of ERGs. Senior leaders should actively endorse and champion ERGs, allocate resources, and provide guidance. This may include providing funding, meeting spaces, technical support, and access to relevant networks and platforms. Adequate resources demonstrate the organization’s commitment and enable ERGs to have a meaningful impact.

Clear Purpose and Goals:

ERGs should have a clear purpose and defined goals aligned with the organization’s diversity and inclusion objectives. Establishing a mission statement and strategic priorities will help guide the ERGs’ activities and ensure they align with the overall organizational vision. Using data to understand the experience that different groups of employees have within the workplace can highlight ‘pain point’ areas that require improvement, this can then be used to inform DEI goals.

Employee Involvement:

ERGs should be open to all employees who share an interest or affinity with the group’s focus, including individuals from diverse backgrounds. Encouraging broad participation fosters a sense of inclusivity and ensures that ERGs reflect the diversity of the organization. It can be hugely valuable to open up regular company-wide conversations to highlight the importance of DEI and encourage employees to consider the challenges and experiences of those from different backgrounds. As a result, this can help to embed DEI at the forefront of the company culture, and ensure that all employees are supporting each other in the best ways. 

Structured Governance:

Establishing a governance structure for ERGs can help ensure their effectiveness and sustainability. This structure may include designated leaders or executive sponsors who provide guidance, resources, and oversight. ERGs can also benefit from having charters, clear roles and responsibilities, and transparent decision-making processes. ERG members should try to hold each other accountable for completing their actions and pushing things forward, but it’s important that support and time is allocated to this work so that members don’t feel overwhelmed from juggling their day to day work and their ERG contributions. 

Training and Development:

Providing training and development opportunities for ERG members can enhance their leadership skills, increase their knowledge about diversity and inclusion topics, and support their professional growth. Offering workshops, webinars, mentoring programs, or access to external resources can be valuable in building members’ capabilities. Training sessions are also hugely beneficial to implement company-wide, as the responsibility of progressing DEI should be shared between everyone and not solely with ERG members.

Collaboration and Integration:

It’s often valuable to encourage collaboration and integration between ERGs and other parts of the organization. ERGs should have opportunities to collaborate with human resources, diversity and inclusion teams, employee engagement initiatives, and other ERGs. This collaboration can lead to more comprehensive and impactful diversity and inclusion efforts.

Measurement and Evaluation:

Establish metrics and evaluation processes to assess the impact and effectiveness of ERGs. Regularly collect feedback from ERG members and the broader organization to understand the value they bring and identify areas for improvement. It’s important to use data and insights to refine strategies and ensure continuous improvement.

Recognition and Visibility:

Recognize the contributions of ERG members and their impact on the organization. Celebrate their achievements, share success stories, and promote ERG initiatives within the organization and externally. Recognizing ERGs’ efforts helps raise awareness and fosters a culture of inclusivity and appreciation.

Provide accommodations & protect ERG members:

To ensure that all employees are able to participate in ERGs, it’s fundamental to enable accommodations for people with different needs. This can include different communication styles, accessible meeting arrangements, and flexible hours. The best way to ensure ERGs are completely inclusive is to ask employees what accommodations they need to be able to participate comfortably. 

As well as enabling accommodations and considering inclusivity, it’s also important to ensure that ERGs are safe spaces for employees to open up about their experiences and feelings. The responsibility of driving change can sometimes feel draining, confusing, or overwhelming, so offering continuous psychological support is key. 

By implementing these practices, organizations can develop inclusive ERGs that contribute to a more diverse, inclusive, and equitable culture.

Want to learn more about understanding your employee experiences, analyzing DEI data, and implementing targeted solutions? Get in touch for a chat! 

Diversio is the people intelligence platform that measures, tracks, and improves Diversity, Equity, and Inclusion (DEI).By connecting artificial intelligence (AI) technology, sophisticated data analytics, and knowledgeable subject matter experts, Diversio is able to accurately diagnose your pain points, benchmark you against peers, and create a robust action plan that will meet your DEI goals. Through the unique combination of technology and human expertise, Diversio is driving meaningful impact for hundreds of organizations across over 35 countries globally.
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