Yesterday’s story on advancement for Black professionals in martech, and tech in general, referred to employee resource groups (ERGs). Teresa Barreira said, “Supporting and funding employee resource groups for Black employees is a strong way to demonstrate a commitment to creating and sustaining racial equity in the workplace.”
True enough, but ERGs can also be deployed to support other groups within the workforce—women and LGBTQ staff are obvious examples. While many companies are developing ERGs, we still find that it’s a new concept to some people. Here are some guidelines on how to set them up.
This is really important, and easily overlooked. ERGs are not forums for management to instruct employees in how best to advance their interests. Maybe the initial idea comes from management, but the shape and format of the ERG should come from the ground up. Remember what the “E” stands for.
Having said that, there’s …