As companies deepen their commitment to diversity, equity, and inclusion (DEI), employee resource groups (ERGs) have emerged as a powerful way to support underrepresented or affinity populations, build a sense of belonging, and foster cultural impact. While many organizations are eager to launch ERGs, doing so thoughtfully and sustainably requires planning, structure, and ongoing support.
An ERG that’s well-designed and well-managed becomes more than a social club. It becomes a strategic asset: shaping culture, influencing policy, and providing valuable insight to leadership. Whether your organization is just getting started or looking to revamp existing ERGs, here’s a comprehensive guide to setting up and managing them for long-term success.
Step 1: Define the Purpose and Goals
Start by asking the right questions:
- What is the mission of your ERGs?
- Who do they serve?
- How do they align with the company’s broader DEI and business strategies?
Clearly articulating the “why” helps set expectations for participants, leaders, and executives. While each ERG may focus on a different community (e.g., women, LGBTQ+ employees, veterans, employees of color, and caregivers), they should all share a common purpose: fostering inclusion, supporting career development, and improving the overall employee experience.
Tip: Draft a short mission statement and a few initial goals. This will guide the group’s focus and help attract members with shared interests.
Step 2: Secure Executive Sponsorship
ERGs need executive support to gain traction and stay visible. Identify senior leaders who are passionate about inclusion and can serve as executive sponsors. Their role includes:
- Advocating for the ERG at leadership meetings
- Providing budget and resources
- Offering strategic guidance
- Helping elevate the ERG’s voice across the company
Executive sponsors lend credibility and help ERGs connect their grassroots efforts to enterprise-level priorities. Be sure to select sponsors who are willing to be engaged—not just figureheads.
Step 3: Establish Leadership and Structure
While ERGs are employee-led, they benefit from clear roles and responsibilities. Consider creating a leadership structure that includes the following:
- ERG Chair or Co-Chairs: Responsible for vision, planning, and oversight
- Communications Lead: Manages emails, events, and messaging
- Events Coordinator: Plans programming and internal engagement
- Finance/Budget Lead: Tracks spending and coordinates with HR or Finance
Leadership roles offer professional development opportunities, so make sure they’re visible and recognized. Define term lengths, create a transition plan, and offer training to support new ERG leaders.
Step 4: Develop a Charter and Governance Framework
A charter sets the foundation for the ERG’s operation. It should outline:
- Mission and goals
- Eligibility and membership (including how allies can participate)
- Leadership structure and terms
- Decision-making process
- Meeting cadence
- Expectations for participation and engagement
- Metrics for success
This framework keeps the ERG aligned, focused, and protected against mission drift. It also makes it easier to scale as more ERGs form across the organization.
Step 5: Provide Resources and Budget
ERGs need resources to function effectively. This includes:
- A basic operating budget for events, speakers, marketing, or professional development
- Access to digital collaboration tools like Slack, Teams, or SharePoint
- Support from HR or DEI program managers
- Time allowance for ERG participation (e.g., a set number of hours per month)
Investments in time and budget demonstrate the organization’s commitment to ERG work and its business value, and not just an extracurricular activity. HR teams can also use employee resource group software app technology to support setup and ongoing program management, including communication (see below).
Pro tip: Consider creating an ERG toolkit that outlines available resources, planning templates, and guidelines to streamline event planning and communications.
Step 6: Launch and Promote the ERG
Once your ERG is ready, take a moment to remember its launch. Announce the group in company-wide communications, host a kick-off event, and invite all employees to join or learn more.
Use multiple channels—email, intranet, all-hands meetings, social media—to reach a wide audience. Be clear that allies are welcome and that participation is voluntary but encouraged.
Make it easy to get involved: create a sign-up form, hold virtual and in-person events, and offer open office hours or Q&A sessions for interested employees.
Step 7: Plan Programming and Engagement
The most successful ERGs keep members engaged with a mix of programming, including:
- Guest speakers or panel discussions
- Cultural heritage celebrations
- Career development workshops
- Community service projects
- Mentorship or peer support programs
- Allyship and education events
Balance large company-wide events with smaller community gatherings to maintain engagement and build trust. Don’t forget to solicit feedback and co-create programming with members to keep it relevant and energizing.
Step 8: Measure Impact and Share Wins
To keep momentum going and demonstrate value, ERGs need to track outcomes. Metrics might include:
- Membership growth
- Event attendance
- Employee feedback and satisfaction
- Internal promotions or retention rates for ERG members
- Policy or product influence (e.g., accessibility updates, inclusive hiring practices)
Collect success stories, testimonials, and engagement data to share with leadership and the broader organization. Celebrate wins publicly to highlight the ERG’s contributions.
Step 9: Encourage Cross-ERG Collaboration
As your ERG network grows, create opportunities for groups to collaborate. Joint events, intersectional programming, and shared initiatives foster broader inclusion and help build solidarity across communities.
You might also establish an ERG Council or Steering Committee with representatives from each group to coordinate efforts, share resources, and connect with HR and DEI leaders.
Step 10: Support ERG Sustainability
As ERGs mature, it’s essential to support their long-term health. That means:
- Rotating leadership roles to prevent burnout
- Offering stipends or recognition for ERG leaders
- Refreshing goals regularly to keep focus sharp
- Building ERG work into performance reviews and talent pipelines
When organizations treat ERGs as integral to their talent strategy—not side projects—they create a culture where everyone thrives.
Employee Resource Groups are more than communities—they’re catalysts. They give voice to employees, fuel cultural change, and help companies walk the talk on diversity and inclusion. With the right structure, support, and vision, ERGs can become one of your organization’s most powerful tools for engagement, equity, and impact.
Whether you’re just getting started or refining what’s already in place, investing in ERGs is a commitment to your people—and to building a workplace where everyone belongs.