A   B   C   D   E    G   H   I   J   K   L   M   N   O   P   Q   R   S   T   U   V   W   X   Y   Z

Employee resource group

What is an Employee Resource Group? 

An employee resource group (ERG) is an employee-led, voluntary initiative that has received formal support from the organisation. ERGs typically serve underrepresented employees.  They act as culture builders by providing members with a voice and visibility. They also help to create a sense of community, and drive change toward a more equitable workplace. 

The goal of an ERG is to bring employees together who have a shared interest in advancing a particular diversity topic like disability or racial equity. In its simplest form, an ERG is a social circle of employees that come together based on shared values, identity, perspectives, interests or goals. These groups exist to offer support and assistance with personal or career development by creating a safe space for employees to bring their whole selves to work. Allies are also welcome in ERG spaces as they are also vital to help create change and connection.  


What is another name for ERGs? 

ERGs are also known by other names such as affinity groups, business resources groups, D&I group, or a business network group. An affinity group can sometimes be used for a group that is more social in nature and a business resource group might focus more on organisational change through advocacy. What all these groups have in common is that they are voluntary, grass-roots initiatives and serve the employees in an organisation. 


What are some examples of ERGs? 

Here are just a few examples of the kinds of ERG’s an organisation might have: 

  1. Physical or mental ability 

  2. Nationality 

  3. Gender 

  4. Sexual orientation 

  5. Religion 

  6. Race and/or ethnicity 

  7. Family structure 


How do employee resource groups benefit employees? 


ERGs have a wealth of benefits for employees and organisations. 

1. Fostering inclusion 

ERGs are great for enhancing belonging and making employees feel as though they are part of a community, particularly when these groups can combat feelings of being an ‘only’ within an organisation (e.g. the only woman, or only person with a disability). Being part of an ERG can also allow employees to bring their authentic selves to work and create meaning and purpose from their contributions. ERGs improve acceptance, connection and fairness across groups and help in creating authentic allies. Importantly, ERGs also increase the visibility of underrepresented groups. ERGs can improve the working conditions for isolated employees but also everyone more generally. 

2. Improve diversity 

ERGs can also support recruiting efforts through participation in talent attractions. This might look like ERG members participating in diverse panels and recruiting events and can demonstrate that an organisation is a welcoming community. It also helps to improve retention of underrepresented groups and communicate the needs of the group members to senior leaders. Even within the organisation, ERGs can highlight and identify future leaders and emerging talent which might otherwise be overlooked on account of unconscious bias. But also, by creating more opportunities to connect and exposure to senior leadership, ERGs can identify a pipeline of future leaders and foster those skills. 

3. Promote external impact 

Allowing members of an ERG to connect with colleagues and other parts of the organisation to ensure diversity and inclusion are core to a company’s strategy can create social impact. Even in local communities, ERGs can enhance brand recognition by volunteering or donating to charities that reflect the values of the ERG. Organisations can better understand their customers through ERGs as well, and adapt their products or services to underserved groups. 



ERGs are an important voluntary, employee-led initiative with a huge variety of impacts across all areas of an organisation. Importantly, it fosters diversity and inclusion by allowing all employees to connect based on shared interests and values. They are excellent sources of social connection and can help with retention, talent attraction, leadership potential and to tackle issues within the organisation so that all employees feel values and accepted. 

The best companies understand how important diversity and inclusion is. We help them become great at it through scientific measurement of their organisations culture. inclusio is a science-based, data-led diversity and inclusion platform, designed to measure, track and action diversity and inclusion across your organisation.