What is an ERG?
Employee Resource Groups (ERGs) are employee-led communities that offer connection, support, and a platform for shaping change within an organization. While they often begin around shared identities or lived experiences, ERGs can have an impact far beyond community building. They help influence policies, shift workplace practices, and contribute to meaningful, long-term transformation when thoughtfully structured.
Traditionally, ERGs have focused on a single aspect of identity—such as women’s networks or LGBTQIA2+ groups. These spaces have been vital in building visibility and community, particularly for underrepresented employees. But as organizations grow across borders and navigate shifting legal and political landscapes, ERGs must evolve to stay inclusive, relevant, and resilient.
In global organizations, ERG models benefit from adapting to regional realities—including cultural norms, legal frameworks, and employees’ lived experiences across different geographies. This may involve rethinking structure and format: Community Circles in Asia-Pacific, affinity-based Slack channels in remote-first environments, or informal committees in regions where formal ERGs are restricted. Flexibility is key to making inclusion work everywhere.
People are not one-dimensional. The intersections of race, gender, disability, age, religion, language, class, and migration status shape our experiences. When ERG structures focus narrowly on one identity, they risk excluding those who live at complex intersections.
For example:
- A trans Jewish employee may feel overlooked in a Pride group focused only on sexuality.
- A Black woman may not feel represented in a women’s group that reflects majority norms without addressing racial equity.
- A newcomer who is neurodivergent may not connect fully with either a neurodiversity group or a cultural heritage ERG.
The future of ERGs is intersectional, adaptable, and equity-informed. It embraces complexity while building legal and operational resilience across geographies. This is not about pulling back. It is about moving forward with clarity, care, and long-term sustainability.
Compliance and Context: Building ERGs Responsibly
This guide is for informational purposes only and does not constitute legal advice. Organizations should consult their human resources, legal, and compliance teams before launching or modifying ERG structures, particularly in relation to local labour, anti-discrimination, and data protection laws.
ERG policies and practices should reflect the legal, cultural, and operational realities of the regions in which they operate. Key factors to assess include:
- Participation requirements: In many jurisdictions, ERG involvement is expected to remain optional and open to all individuals who support the group’s purpose. Review relevant laws and workplace policies to determine whether and how participation criteria can be defined in a compliant and inclusive way.
- Data privacy: Local regulations may affect how identity-related information is collected, stored, and used. Check for applicable consent, data minimization, and security requirements (e.g., the General Data Protection Regulation in the European Union, the Personal Information Protection and Electronic Documents Act in Canada, or the California Consumer Privacy Act in the United States).
- Language and terminology: Consider whether regional expectations or legislation support using inclusive and locally appropriate language that reflects how people describe themselves.
- Access and multilingual support: In some regions, accessibility standards or language laws may shape how ERG content is delivered. It may be advisable to offer materials in multiple languages or formats, depending on organizational reach and community needs.
Legal alignment is not a barrier to equity. It is part of building ERGs that are sustainable, inclusive, and responsive to diverse contexts.
ERGs That Work
With thoughtful design and careful alignment, ERGs can serve as both cultural drivers and operational assets. The following four principles offer a foundation for building or evolving ERGs that are effective, inclusive, and sustainable.
1. Impact, Not Just Identity
FOCUS ON PURPOSE BEFORE LABELS
Why It Matters
Without a clear purpose, ERGs can become symbolic or disconnected from meaningful outcomes. A label alone does not define a group. Its mission and impact do.
What This Looks Like in Practice
- Define shared goals or workplace challenges.
- Encourage broad participation across identities and roles.
- Align purpose with organizational impact.
Examples
- A group working to reduce bias in hiring.
- A network advancing accessible and inclusive design.
- A community building leadership pathways through mentorship.
Key Questions
- What issue are we addressing?
- Who are we supporting and how?
- Who can join, and how can they contribute?
2. Integrated, But Still Independent
CONNECT ERGS TO BUSINESS WHILE PROTECTING AUTONOMY
Why It Matters
ERGs have a greater impact when embedded into core business functions, such as hiring, onboarding, product design, and communications. However, integration should not become oversight. Autonomy supports trust, creativity, and psychological safety.
ERGs can offer early insights into emerging workplace experiences or systemic barriers. Their perspectives should be integrated into ongoing decision-making processes, not only during cultural observances or scheduled check-ins.
What This Looks Like in Practice
- Provide direct links to leadership and decision-making.
- Include ERGs in policy development and strategic planning.
- Allocate dedicated budgets and, where appropriate, leadership stipends or paid time. Note: If offering stipends, bonuses, or paid time for ERG leadership, consult HR and legal teams. In some jurisdictions, wage-and-hour regulations, employment classifications, or taxation rules may apply. Ensure any payment structure complies with local labour laws.
- Offer tools for internal communications, research, and feedback.
- Ensure protections against retaliation and foster psychological safety.
3. Share the Work, Share the Credit
RECOGNIZE ERG LEADERSHIP AS REAL WORK
Why It Matters
ERG leaders often carry additional and invisible responsibilities. Without recognition and support, this labour can become unsustainable and lead to burnout.
What This Looks Like in Practice
- Include ERG leadership in job descriptions and performance reviews.
- Offer paid time or formal recognition, where legally permissible.
- Provide coaching, mentorship, and leadership development.
- Acknowledge ERG work in promotion and succession processes.
- Distribute responsibilities across teams, departments, and time zones.
- In global teams, ensure credit and recognition reflect contributions across geographies, not just headquarters or majority culture regions.
4. Build Skills, Not Just Belonging
USE ERGS AS LEARNING AND LEADERSHIP SPACES
Why it matters
ERGs are not only support spaces. They are powerful platforms for leadership development, especially for those historically excluded from traditional leadership pipelines.
What This Looks Like in Practice
- Offer training in facilitation, coaching, conflict resolution, and systems thinking.
- Enable cross-functional collaboration and visibility.
- Include ERG leaders in talent reviews and succession planning.
- Ensure ERG insights inform organizational learning and strategy.
TL;DR: ERGs That Work, Work Differently
ERGs are not just about identity. They are about people, purpose, and lasting impact. Before launching or evolving an ERG, ask:
- Who are we centring?
- Who has access?
- Who is doing the work, and how are we recognizing them?
- How are we accounting for cultural and regional differences in how ERGs are designed and experienced?
- Are we designing for the workplace we have, or the one we want to build?
Use these four principles to assess or relaunch your ERG strategy. Facilitate a conversation with ERG leads or senior stakeholders using the reflection questions in this guide.
Equity does not begin or end with policy. It grows through intentional design. ERGs are one of the most dynamic ways to build that future together.
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