Originally published by Staffing Stream.

Companies face a number of challenges in today's landscape, including high employee turnover and political polarization. These issues make it difficult to keep the fabric of their company intact and to promote a unified workforce. Both employee retention and unity can be addressed by strategically launching a network of employee resource groups (ERGs).

A successful ERG program can be used to combat the negative effects of the Great Resignation by giving a voice to employees, enticing new hires, and supporting a company's diversity, equity, inclusion, and accessibility (DEIA) efforts.

EMPLOYEE RESOURCE GROUPS EXPLAINED

An employee resource group is a volunteer group designed to create a more inclusive work environment while also establishing a chain of communication between employees and leaders within the company. Each ERG is formed around a theme, generally based on a shared trait among its members. The goal is to create a supportive place for employees to openly share with each other, while also giving them an opportunity to voice questions, concerns, and ideas that can be elevated to the company's leadership team.

Common ERG themes include:

• BIPOC employees

• Community volunteers

• Differently abled employees

• Eco-conscious employees

• LGBTQ+ employees

• Mental health advocates

• Parents

• Recent college graduates

• Women

• Veterans

Membership can include both people who identify with the theme as well as allies. Even more broadly, each ERG theme can be created under one of three different categories: social, advocacy, or external partnerships. Companies that are starting their ERG journey may not need this level of distinction, but it can be helpful once popularity begins to grow and there are more options available.

Often, an employee is appointed or elected as the leader of the ERG. That person is responsible for regularly checking in with an executive sponsor of the group. This is a crucial part of the structure because it ensures an authentic line of communication.

ERGs can provide employees with support just by creating a safe environment for them to talk with others with similar life experiences. Yet, there must also be collaboration between employees and leadership to initiate effective programming and conversations to combat social issues. ERGs help companies discover and address blind spots from unconscious bias and ensure there are advocates for administrative changes that need to be made, such as creating gender-neutral bathrooms.

No matter what the organization's mission and values are, there are ways to incorporate ERGs to authentically achieve them. Executive buy-in is a must in order to truly maximize the impact that ERGs can have on an organization and its employees.

WHY ERGS ARE IMPORTANT FOR DEIA AND RETENTION

Employee resource groups are an increasingly popular way to engage employees and amplify their voice throughout the organization. In fact, from 2020 to 2021, the number of U.S. companies with ERGs jumped by 9 percent — accounting for a full 40 percent of U.S. companies.

This shows that there is a significant opportunity for companies that add ERGs to their DEIA efforts. This opportunity exists because ERGs are a growing trend that more candidates are interested in, but ERGs are not yet an established benefit at many companies across the country. Organizations that begin to utilize ERGs can position themselves for better retention efforts, particularly in the face of unique hiring issues as a result of the Great Resignation.

Employee resource groups are also an important component of attracting younger employees. Members of Gen Z (with the oldest constituents now in their mid-20s) place a high level of importance on mental health and wellness benefits, with 66 percent preferring a company culture with these values.

Employees of all ages benefit from the feeling of unity and inclusion within the company, particularly as the world feels more divisive than ever. They will feel accepted and appreciate that they can express their true selves at the workplace, which is a huge part of DEIA — even if the metrics are not entirely measurable.

Organizations may, however, notice measurable results in their retention efforts. Not only do ERGs allow a line of communication between employees and executives, but also the structure helps to identify emerging talent that may not otherwise be identified. ERG leaders gain more exposure in front of the executive team and can be tapped for other development opportunities as well.

FINAL THOUGHTS

Companies that launch a network of ERGs are better positioned to weather the storm of hiring challenges and high turnover rates. While HR professionals cannot fix every issue facing the industry today, they can leverage their best resource — namely, employees — to create an engaging, inclusive work environment. ERGs can be launched on a barebones budget because the people themselves are the real asset. Paired with a committed leadership team, the entire organization will start noticing a much more inclusive, accessible company culture.

About the Author: Derrick Coleman is the Search and Staffing Practice Leader at GHJ. Search and Staffing specializes in the placement of accounting and finance professionals into temporary and permanent positions across a broad range of industries.