Employee Resource Groups (ERGs) have become critical assets within organizations of all sizes and industries. They foster a culture of diversity, equity, inclusion, and belonging (DEIB). For ERGs to be most impactful, they must operate with rigor of a Business Resource Group (BRG). I’ve shared below how a structured ERG strategic plan is essential and how it can be implemented effectively.

The Importance of ERGs as BRGs

Transforming ERGs into BRGs ensures alignment with business objectives, resulting in buy-in by senior leaders and sustainable funding. This alignment shows value ERGs bring to the organization, not just in fostering inclusion but also in driving business outcomes. Here’s a breakdown of the critical components of an effective ERG strategic plan.

1. Aligning Annual Goals with Business Objectives

ERGs should establish goals that are aligned with the company’s broader objectives. For instance, aligning with goals such as enhancing employee engagement or increase underrepresented talent, ensures that ERG initiatives contribute directly to the company’s success. Focusing on a couple high-impact goals helps in focusing efforts and achieving measurable outcomes.

2. Strategic Budget Planning

Each goal should be part of a larger ERG strategic plan and clearly identify a budget to support connected initiatives. This ensures resources are allocated effectively to initiatives that drive the most value. Whether it’s funding events, supporting DEIB training, or partnering with external organizations, a clear plan for how the budget is spent shows the seriousness and professionalism of the ERG.

3. Curating Events and Programs

Collaborating with the DEIB team to identify key initiatives and adding them to the global DEIB calendar ensures that ERG activities are integrated into the company’s overall DEIB communication strategy. Events and programs should focus on enhancing employee engagement and fostering a sense of belonging. This also ensures the most visibility and participation of events and avoids scheduling conflicts with other company events.

4. Building External Partnerships

External partnerships build the reach and impact of ERGs. Whether through volunteer efforts, philanthropic contributions, or strategic partnerships with organizations that support the diversity dimension the ERG advocates for, these partnerships can provide additional resources and perspectives. ERGs should work closely with the DEIB team to identify and establish these partnerships to ensure alignment with overall DEIB goals.

Leadership and Reflection

A robust leadership structure is vital for the sustained success of ERGs. Defining roles clearly, setting terms, and planning for succession ensures continuity and effective governance. Reflecting on past achievements and areas for improvement allows ERGs to evolve and adapt their strategies for greater impact.

Setting and Measuring Goals

When crafting ERG goals, they should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound) and aligned with both DEI and company objectives. It is important to consider both short-term and long-term perspectives to help in maintaining focus and driving continuous improvement. Metrics for measuring success might include ERG member engagement levels, participation rates in events, and feedback from employees.

Example Goal Framework

• Goal 1: Enhance Employee Engagement

• Alignment: Tied to the company’s goal of improving the Employee Engagement Score.

• Budget: Allocate funds for quarterly engagement events.

• Events & Programs: Host monthly networking sessions and bi-annual ERG member meetings.

• Partnerships: Collaborate with organizations to offer volunteering opportunities in inclusive settings (both remote and in-person).

• Global Impact: Ensure virtual events are accessible to all regional offices.

• Measurement: Track attendance, survey feedback, and engagement on internal platforms.

• Goal 2: Promote Diverse Talent Pipeline

• Alignment: Supports the goal of maintaining a diverse talent pool.

• Budget: Invest in mentorship programs and scholarship funds.

• Events & Programs: Plan career development workshops and mentoring sessions.

• Partnerships: Partner with organizations that source diverse talent, universities, and professional associations.

• Global Impact: Tailor programs to address regional diversity challenges.

• Measurement: Monitor recruitment statistics, retention rates, and employee progression.

For ERGs to drive change and contribute to organizational success, they need to operate with the strategic focus of BRGs. Aligning their goals with business objectives, managing resources strategically, and fostering strong leadership and partnerships, ERGs can become key drivers in advancing DEIB within organizations. This strategic approach not only benefits the organization but also creates a more inclusive and supportive environment for all employees.