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The Benefits of Employee Resource Groups

In today's dynamic and diverse workplace, organizations must evolve their diversity, equity and belonging (DEB) strategies. One way to do this is by creating employee resource groups (ERGs). ERGs are a powerful way to foster a sense of belonging and engagement, aid in the recruitment and retention of talent, and provide employees with personal and professional development.

Why should your firm have an ERG?

ERGs play a critical role in creating an inclusive workplace culture where employees feel valued and supported. They provide a safe space for underrepresented groups to share their experiences and challenge biases. Through collective action and advocacy, ERGs drive change and promote DEB initiatives throughout the company. By investing in ERGs, companies demonstrate their commitment to DEB and create a sense of community that enhances employee satisfaction, retention and productivity.

Benefits of ERGs

ERGs offer a range of benefits that organizations can leverage to drive business success. Here are some of the key benefits:

  • Increase employee engagement and retention. ERGs allow employees to connect with colleagues who share common experiences and interests, creating a sense of community and belonging. This increased sense of connection boosts engagement and retention rates.

  • Diversify recruitment and talent retention efforts. Through ERGs, organizations can leverage their networks to reach out to more diverse candidates and improve their chances of retaining employees from underrepresented groups.

  • Support cultural competence. ERGs allow employees to learn about other cultures, customs and experiences, helping organizations build a more culturally competent workforce.

  • Improve innovation and creativity. ERGs are a key driver of innovation and creativity, bringing together diverse perspectives and experiences to create more inventive and inclusive ideas that drive business results.

Steps to Implement ERGs

Implementing ERGs requires careful planning and coordination. Here are some essential steps to get started:

  1. Create a business case. Develop a business case to outline the benefits of ERGs and how they support the overall DEB strategy for your organization.

  2. Identify key stakeholders. Identify key stakeholders who can help champion and execute the ERG initiative and bring diverse perspectives to the planning process.

  3. Determine ERG focus areas. ERGs can be based on a range of identity, social, cultural or professional groups. Determine focus areas for the ERGs that align with the company's goals. Some examples are a Working Parents Group, Women's Networking Group, LGBTQIA+ Group, Mental Health Advocacy Groups, etc.

  4. Establish guidelines and goals. Establish clear guidelines for ERGs, including a mission statement, membership requirements, and goals that support and align with the company's DEB strategy.

  5. Provide support and resources. Provide resources and support to ERGs, such as funding, communication tools and access to company-wide initiatives.

  6. Measure success and progress. Regularly track the success and progress of ERGs and adjust as necessary.

ERGs are a powerful tool for creating a more inclusive and diverse company culture. By providing employees the opportunity to connect, share, learn and drive change, ERGs enhance engagement, retention and innovation while advancing DEB goals. Following the key steps above, you can create and implement successful ERG initiatives and drive DEB strategies forward.


Could your firm's HR and talent leaders benefit from a peer network?

The Boomer Talent Circle is a community of talent leaders from forward-thinking firms who are committed to aligning human resources and firm strategy at the highest levels. Apply now to start shaping your firm for the future.


As a Project Manager for Boomer Consulting, Inc., Jacqueline plans, executes and manages the people, resources and scope of many of our firm’s projects, programs and events. Her primary focus is on managing projects for IT Consulting, Strategic Planning and Talent Consulting. In addition, Jacqueline works closely with leadership to oversee the company’s human resources by managing hiring, onboarding, training and development and overseeing our Human Resources Information Systems (HRIS). She also supports our Allyship for Diversity commitment at BCI, which seeks to strengthen diversity, equity and inclusion within Boomer Consulting and the accounting profession. Jacqueline also works on the strategy and development of our eLearning initiatives.


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