Due to the impact of remote working, the need for organisations to understand how to support all employees is higher than ever. Due to this need, diversity, equity, gender, race and inclusion has come into the spotlight in the last year. There are many ways in which this can manifest in a workplace but the most recognised way to put employee concerns on the agenda is through employee resource groups. We will be talking specifically about how to successfully set up a women’s group.
What is an Employee Resource Group?
ERGs (employee resource groups) are a strategic and functional instrument for improving diversity, such as talent recruiting and retention. Employee resource groups (ERGs) exist to recognise, unite, and showcase individuals from various backgrounds, as well as to involve allies in this endeavour.
Sustaining momentum?
Once you have an internal women’s group set up the growth is organic. These groups can form haphazardly from a group of passionate people wanting to do something to foster a sense of community and belonging. But keep in mind that passion is finite, and that without structure, things may not be sustained. To sustain momentum you will need to appoint someone in charge to organise things like meetups.
The Benefits
The benefits of having a network of women in your workplace are vast. A woman’s group will help you and other women gain stead and clarity on issues that matter to them. You may find that issues you thought were isolated are felt by more than one person.
Being around other like-minded women will foster a sense of solidarity, shared purpose and accountability which we all need in life. Oftentimes, we are stopping ourselves from progressing but other people can act as a reflection to show us the blindspots we keep missing.
How to structure a woman’s group?
You will need to appoint someone as the leader or facilitator of the group to coordinate regular meetings and maybe have an agenda to run through. Having these things in place can help with giving the group structure and making the aims more serious for its members.
Connect your members to the organisation’s value. What is the relationship between being a part of this group and the general corporate approach and ethos? Why is this essential to corporate leaders as well as others who may be affected directly?
Give independence
Allow the group to deliver on its own. As an employer you can provide a defined structure of the types of projects, communications, events, and reporting. But make sure you understand the budget and how it is distributed throughout the year. A budget is required. Partnerships and events need money to run, so be prepared to invest right away.
Senior leaders and mid-management should designate potential leads and utilise this as a strategy to sponsor underrepresented individuals who may not believe themselves to be underrepresented.
Conclusion
Employee resource groups can play a key role in your organization’s strategy to support underrepresented people by providing a way for allies to join in on the journey and put their privilege to good use.
Structure and consistency, as with anything, are critical for a long-term, scalable implementation. Don’t rush into implementing ERGs only to appear to be doing something. Take your time, figure out why you’re doing it, then move forward with purpose.