If you ask me to define employee resource groups, I’ll probably give you the answer that they are a great tool for fixing productivity issues in a team. But you knew that from the title, didn’t you?
So, let me take you on a journey to learn more about employee resource groups and how you can make your team work better without feeling worse. The competitive business environment has companies constantly looking for ways to enhance productivity.
A primary part of this search is also ensuring the team is motivated. Many companies have found their answer in automation, restructuring, and even productivity hacks. One effective tool is employee resource groups.
The following sections will explore what it is, how it helps, and its benefits for a team. Let’s begin!
What is an Employee Resource Group?
Employee-resource groups (ERGs) are voluntary, employee-led groups that focus on fostering diversity within the workspace, aligning it with the goals. These groups have shared interests, identities, or experiences at their core.
For instance, gender, sexual orientation, race, or parenting status are a few common grounds on which an ERG group forms. ERGs can significantly boost productivity beyond creating a sense of belonging and community within the workplace.
Let’s explore how it helps.
Benefits of an Employee Resource Group: How Does it Help?
Employee resource groups can be more than a safe space for people with common interests or experiences. It is one of the ways to discuss and find out how one can boost the team’s productivity.
Let’s check out the list:
Fosters a Sense of Inclusion and Belonging
One of the primary functions of employee resource groups is to create a sense of belonging among employees. This is because when individuals feel connected, they are more likely to be motivated, engaged, and, consequently, more productive.
ERGs act as a platform for employees to connect with those with a similar experience or background; this is valuable in a large organization where feeling lost is common. This sense of belonging is directly related to an increase in productivity. This is because employees collaborate more effectively with colleagues when they feel included.
Those who aim to enhance productivity encourage the formation and growth of ERGs, which is a powerful strategy.
Supports Work-life Balance
Work-life balance is an essential factor in maintaining high levels of productivity. ERGs have a crucial role in this aspect of the corporate world. It can provide supportive networks and advocate for important policies. Advocating for policies that promote flexible work schedules is a significant win.
Employee resource groups also offer resources that help employees manage their professional and personal lives. For instance, employee resource groups focusing on parents would advocate for family-friendly policies. These may include on-site childcare and generous parental leave.
These will help employees manage their home and work responsibilities effectively. Supporting this balance helps ERGs reduce the rates of burnout and stress in employees, leading to productive, happier professionals.
Enhances Professional Development
ERGs also organize workshops, events, and mentoring programs that can contribute to professional development. Such initiatives are valuable for individual growth and boost the organization’s productivity.
Employee resource groups provide the opportunity for employees to learn essential leadership skills. This helps them gain experience in areas beyond their usual roles, benefiting them with career advancements.
ERGs also issue critical incident stress management by offering resources and support to those facing high-pressure situations. It provides them with a platform to develop resilience and manage stress, contributing to a productive and focused workforce.
Promotes Adaptability and Flexibility
Two of the most essential skills to have as a leader, ERGs support and advocate for implementing flexibility in work schedules. When employees are flexible to adapt and work anywhere, they help increase the organization’s productivity.
For instance, an ERG focusing on mental health will promote flexible work schedule options to accommodate employees’ needs. It may be remote work or flexible working hours to prioritize the employee’s mental health.
This flexibility helps organizations adapt to the diverse needs of the workforce. When ERGs support flexible work arrangements, they can maintain high productivity levels without sacrificing their well-being.
Drives Innovation and Problem-Solving
Diversity is at the crux of innovation, and employee resource groups help foster an inclusive and diverse workplace. When employees from diverse backgrounds come together, the table has unique solutions and ideas. ERGs also provide a structure for collaborations, interactions, and creativity.
ERGs also act as think tanks within the company that address challenges and propose innovative solutions that improve the process or services. This fosters a culture of continuous improvement, which benefits productivity and positions the company as an industry leader.
Builds Stronger Teams
Employee resource groups are essential for bringing employees together who may not otherwise interact. They do so through social events, discussions, and volunteer activities that help break down the silos. It also helps foster a sense of community and trust within the organization.
These are essential for creating cohesive forces that promote effective collaboration, and enhancing productivity. When employees collaborate, they share knowledge, support each other, and efficiently achieve common goals.
Types of Employee Resource Groups
Employee resource groups can be classified into five main categories, each serving specific interests or communities within an organization.
Here are some of the common types of employee resource groups:
Inclusion and Diversity ERGs
These focus groups are concerned about supporting employees from different ethnic or racial backgrounds. African American, Latino/Hispanic, Asian, or Indigenous employees can come together to receive advocacy for inclusion, cultural awareness, and diversity within the organization.
These ERGs also support women and men in the workplace to promote gender equality, opportunities for leadership development, and networking. Some groups can also focus on gender diversity and men’s issues within the workplace.
ERGs under this category also support employees’ identification as members of the LGBTQ+ community. This fosters an inclusive environment, provides resources, and advocates for LGBTQ+ rights within the company.
ERGs also support employees with disabilities by creating a more accessible and inclusive workplace. They advocate for reasonable accommodation, raise awareness, and support such employees.
ERGs for Professional Development
You may find ERGs for young professionals, veterans, and the military and leadership development within an organization. These groups help individuals focus on the unique needs of each group of employees.
From providing support for developing younger employees to focusing on transitioning veterans and personnel to civilian work. These groups provide mentorship and networking opportunities and advocate for veteran-related issues in an organization.
In addition, ERGs promoting leadership development help employees advance in their careers and develop leadership skills.
Interest and Affinity-Based ERGs
These groups focus on caregivers, working parents, sustainability, wellness, and health groups. ERGs under this category focus on promoting a healthy lifestyle, environmental sustainability, and support for employees who balance parenting/caregiving with work.
The ERGs advocate for policies, lead corporate social responsibility initiatives, and create a sense of community among employees.
Social and Cultural ERGs
These ERGs support multicultural/international groups, focusing on the social impact and interests of the employees. The first group supports employees working in a country different from their home country. Focusing on language support, cultural exchange, and creating a welcoming environment for international employees.
Groups focus on social impact and interests, support giving back to the community, and foster bonds around shared interests. While the latter may not directly relate to work, it helps build camaraderie, creating a sense of community.
Faith-based ERGs
These employee resource groups provide a space for employees with a common faith to connect and support one another. They organize events for religious holidays, provide meditation and prayer spaces, advocating for religious accommodations in the organization.
These groups help the employees practicing different religions or faiths feel included and respected. ERGs may advocate for spaces allowing such employees to practice their faith when needed, helping them feel safe in their workplace.
Conclusion
That was all on employee resource groups and how they are more than just a social and support network in a company. These groups are strategic tools to boost productivity by supporting balance, fostering inclusion, and promoting professional development.
Organizations should invest in and support ERGs as a priority as they ultimately help boost productivity and assist employees in feeling better. Supporting these groups will help create a motivated, engaged, and productive workforce that supports business goals.
Which support group do you think your organization needs now? Tell us in the comments below!
Read More:
