Employee Resource Groups (ERG) are staff groups that work to increase Diversity, Equity, and Inclusion (DEI) within an organisation. ERGs are effective in driving higher rates of engagement and productivity for a particular stand of diversity like neurodivergence. To find out more, let’s take a closer look at what an ERG is and how you could set one up.
What is an ERG?
ERG refers to a group of employees with a common interest who want to have a stronger voice in an organisation. Xerox CEO Joseph Wilson created the first ERG in 1970 to help African American employees advocate for change. Today, in the US, 90% of Fortune 500 companies run ERGs. So what does ERG stand for? It’s an acronym for Employee Resource Group and it describes an employee-led network of individuals focused on improving diversity and inclusion.
To give ERG meaning we could say it’s a collection of volunteer staff members looking to effect change for a specific strand of diversity. For instance, Employee Resource Groups formed to raise awareness and inclusion of neurodivergence could include neurodivergent people but also those affected by it. So, some people may not be neurodivergent but could have some experience through a close friend or family member.
Why Are ERGs Important?
Encouraging staff to set up their own Employee Resource Groups is important for many reasons. Companies that promote this type of activity could expect to benefit in several different ways:
Advocate for cultural change: Allowing a group of people to spend time discussing and examining a particular area can foster positive change and better workplace diversity.
Gives staff a safe space: Allowing employees to share their experiences with others can build confidence, wellbeing, and support mental health.
Encourages disclosure: Negative workplace atmospheres can prevent staff from disclosing their diversity. ERGs offer a positive approach and can encourage neurodivergent individuals to feel more confident in disclosing their condition to managers.
Improves employer branding: ERGs create internal communities that stay focused on the things that matter. They also offer a marketing opportunity by boosting employer branding when showcased during key milestones such as National Inclusion Week.
Drives innovation and boosts revenue: ERGs can reveal insights that may not be available elsewhere. This could be helpful for organisations that want to tailor their products and communications to build a larger base of neurodivergent customers.
Do ERGs Improve Workplace Inclusion?
Employee Resource Groups are employee-led networks that promote diversity and inclusion and lead to improvements for staff, organisations, and customers. So let’s take a look at some evidence of how ERGs can lead to improved rates of workplace inclusion:
ERGs that focus on boosting inclusion for neurodivergent staff can also apply their knowledge and insights to customers. This can build acceptance and understanding of neurodivergent issues across the organisation.
Studies also show that staff are 50% less likely to leave a workplace that makes tailored adjustments to their needs. ERGs can identify these needs and advocate for appropriate adjustments.
Catalyse Leadership Opportunities
Employee Resource Groups are often staff-led meaning employees must volunteer their time to join, including leading groups. Such opportunities can nurture future leaders and develop talent.
How to Set Up an ERG
An ERG should be employee-led and employers should be open to facilitating this type of activity to boost rates of inclusion. So, whether it’s encouraged by employers or instigated by their employees, there are steps you can take to set up and start an Employee Resouce Group:
Start by reviewing demand: This may include shoutouts on internal postings or hosting a meeting at a time and space for others to join.
Consider building a charter: You may want to include aims, objectives, mission, vision, values, and any house rules or expectations of the group.
Ensure you align with company goals: ERG goals should align with company goals and needs. So make sure to meet with the right internal stakeholders to review priorities.
Plan for participation: Try to engage as many people as possible with the group and make it easy for people to sign up.
Report on your progress: Senior management will want to know about the progress you’ve made as a group so ensure you report back regularly.
Consider a funding pledge: Many firms offer funding to ERGs to assist with initiatives that benefit staff. Working through a budget could help secure funding to develop your ideas.
Check accessibility: Ensure ERG events and communications are accessible. For example, meetings can be captioned so that employees with hearing loss or those who process information better in text can fully participate.
Employee Resource Groups Examples
From Spotify to Microsoft, companies of all shapes and sizes have set up successful ERGs. Here we’ll share three stand-out examples of neurodiverse or neuroinclusive Employee Resouce Groups. So take a look through to understand the positive impact ERGs can have on companies.
Sap – Autism at Work ERG
SAP is a Germany-based leader in enterprise applications and AI for business. For over 10 years they’ve pioneered neurodiversity inclusion from their Autism at Work ERG. The work of the ERG has led to a more inclusive workplace for neurodivergent staff.
As a company, SAP continues to embrace the skills and talents of neurodiverse staff at the company while also running a new Autism Inclusion Network to continue to feed innovations in this area.
Ubisoft
French video game publishers Ubisoft create and distribute games like Assassin’s Creed and Rayman. And they’ve embraced neurodiversity at Ubisoft through a dedicated ERG formed in 2020. Pierre Escaich formed the group and has a personal connection since his children all have a diagnosed neurodivergence.
The neurodiversity ERG became possible thanks to the support of the DEI department at Ubisoft. In effect, they opened the door for Pierre to form the first neurodivergent ERG which has since evolved into a department in its own right, led by Pierre.
“A typical misconception is that someone who is neurodivergent, with dyslexia, for example, isn’t making enough effort to write emails and presentations without misspellings. However, the reality is the opposite – someone who is dyslexic will put in extra effort to read and write, so saying otherwise is not good feedback. Instead, managers should say “I can see it’s not easy for you. Can we talk about it?”
Pierre Escaich
Neurodiversity Talent Program Director, Ubisoft
Rich is one of the Founders and Directors here at CareScribe. Rich has a passion for healthcare and assistive technology and has been innovating in this space for the last decade, developing market leading assistive technology that’s changing the lives of clients around the globe.
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