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Employee Resource Groups in the Workplace

We support organisations who are looking to establish an Employee Resource Group. Or grow an existing group. We’re here if you’re setting up an ERG, electing a Chair and agreeing terms of reference. We help you identify sponsors and allies. And get senior level buy-in.

We help develop feedback loops between the ERGs, leadership teams and the organisation.

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Employee Resource Groups are voluntary, employee-led groups that bring people together. They are based on shared characteristics, experiences, or interests.

ERGs are a key part of a modern workplace’s inclusion strategies. They help organisations build stronger, more connected workplaces. As organisations place greater focus on inclusion, employee resource groups help shape culture.

To bring about real and lasting change, everyone within an organisation needs the chance to be heard.

What we do

What Are Employee Resource Groups?

Employee Resource Groups are also known as affinity groups or employee networks. Sometimes they are equality networks. Here, people with shared identities, experiences or goals support each other. It’s a safe environment and formed on both personal or professional levels.

They also provide insight for improving an organisation’s ED&I strategy. ERGs help employees highlight and suggest ways to overcome any disparities in equity. Some ERGs also focus on interests, professional development, or specific workplace challenges.

While ERGs are employee-led, they are most effective when supported by the organisation.

What we do

ERG Support and Guidance
We support organisations looking to establish an ERG or grow an existing group. Get practical guidance on setting up an ERG, electing a Chair and agreeing terms of reference. We help with sponsors, allies and gaining senior level buy-in. We also help create feedback paths between the ERGs, leadership and the organisation.

Coaching for ERG Chairs
Inspiring participation and advocating for equality can be challenging. We coach Chairs to better oversee meetings and drive strategies for sustainable change. We help them represent the group inside and outside of the organisation.

Tell Jane don’t just resolve issues, they help you understand them. Their approach is calm, rigorous and deeply human, turning challenging situations into an opportunity for real cultural change.

Jessica Bacon, 
CEO, Swineford Media

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Why Employee Resource Groups Matter

Tell Jane don’t just resolve issues, they help you understand them. Their approach is calm, rigorous and deeply human, turning challenging situations into an opportunity for real cultural change.

Jessica Bacon,
CEO, Swineford Media

Employee Resource Groups provide a platform for employees to share experiences. They can raise awareness, and contribute to organisational change. This way, organisations better understand the needs of their workforce. They can respond in a more informed way.

ERGs also support communication across teams. They help to bridge gaps in understanding and improve workplace relationships.

For many organisations, employee resource groups are a practical way to strengthen inclusion. They go beyond policies or training alone.

Benefits of Employee Resource Groups

Employee resource groups provide benefits for both employees and organisations.

For employees, ERGs offer a sense of community, support, and visibility. They create opportunities to connect with others. They will share experiences and contribute to workplace initiatives. And they help build talent pipelines from underrepresented groups.

For organisations, ERGs provide insight into employee experience. They help identify areas for improvement. They can also support engagement, retention, and the workplace culture as a whole.

Well-structured ERGs are valuable in how organisations build and maintain an inclusive workplace.

Contact Tell Jane

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Common Types of Employee Resource Groups
How Do You Set Up Employee Resource Groups?
ERG Best Practices

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How to Support Employee Resource Groups?

Employee resource groups are most effective when an organisation is active in its support.

This means providing time, resources, and clear recognition of their role. Leadership sponsorship helps ensure groups remain visible and aligned with organisational priorities.

Ongoing communication and regular reviews of objectives mean ERGs will deliver value. And they’ll remain relevant to employees too.

Challenges and Considerations

While employee resource groups offer clear benefits, they also need careful management.

Without clear structure or support, groups can struggle to keep momentum. There are challenges around participation, expectations, and balancing responsibilities alongside day-to-day work.

Tell Jane helps organisations take a considered approach. We make sure there is support for the ERGs.

But without placing unnecessary pressure on employees.
This delivers their long-term success.

How Employee Resource Groups Support Inclusion in the Workplace

Employee resource groups are most effective as part of a wider inclusion strategy.

They work well alongside training, policies, and organisational inclusion initiatives. And combining ERGs with other approaches creates a more joined-up inclusion strategy.

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Speak to Tell Jane About Employee Resource Groups

Build lasting change through Employee Resource Groups with Tell Jane. Grab an informal chat with us. We’ll discuss how we can help put in ERGs in place or improve existing ones within your organisation.

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FAQ’s

Tell Jane don’t just resolve issues, they help you understand them. Their approach is calm, rigorous and deeply human, turning challenging situations into an opportunity for real cultural change.  

Jessica Bacon,
CEO, Swineford Media

What are employee resource groups?

Employee resource groups are voluntary, employee-led groups. They provide a trusting environment for people with shared identities, experiences or goals. They support each other personally and professionally.

They also provide insight for advancing your organisation’s ED&I strategy. Employees can highlight ways to overcome issues that may exist in your workplace.

What is the purpose of employee resource groups?

The purpose of ERGs is to provide support and improve representation for employees. They contribute to a better workplace culture. Employees build ERGs, for employees. They promote inclusivity and belonging. They build a sense of community and employee engagement.

How do employee resource groups benefit organisations?

ERGs give a voice for those from under-represented groups. They provide a route for change. They create awareness about the needs and aspirations of the employees they represent. They encourage fairer workplace practices by raising awareness of barriers. They develop strategies to overcome those barriers. And they provide a psychologically safe space to discuss sensitive issues.

How do you set up an employee resource group?

First identify employee demand or interest. Then define the purpose and scope of each group. Appoint group leads or committee members. You’ll also need to secure leadership sponsorship, set clear objectives. Also getting organisational support for groups is the best way for ERGs to be effective.

Should employee resource groups part of an inclusion strategy?

Yes. Aligning ERGs with wider inclusion and belonging initiatives, makes them the most effective.

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