The Power of Belonging
Belonging is a word that holds a lot of power for me. When we look at the definition of the word it says, according to Oxford Languages, “an affinity for a place or situation.” Looking at the other definitions of the word we see a further explanation: “to be a member or part of (a particular group, organization, or class).” A person shows up every day to a work environment with their full whole selves, and in my opinion, to feel a sense of community in the work. Many of us have a multitude of identities that contribute to how we approach our work. It’s so important that people feel they can be reflected in their work environment and that means quite literally to see themselves represented at all levels in a company, through the programming offered, and also depending on the company’s focus-in the clients engaging with the company’s offerings.
Employee Resource Groups (ERGs) are a vital tool in working towards belonging. ERGs can be defined as “voluntary, employee-led groups that foster a diverse, inclusive* workplace aligned with organizational mission, values, goals, business practices, and objectives” (Catalyst).
What can ERGs provide? Well, I can speak to my own direct experience with starting and participating in ERGs myself. For me, in terms of why I advocated for starting ERGs in one of my work environments, was to foster a culture of empowerment and agency. I’ve also seen ERGs play a key role in talent recruitment, onboarding, and retention. The talent development process is also central here because ERGs have statistically been proven to lower turnover rates and serve as leadership development, especially for those who take on a leadership role or liaison role. Oftentimes, people who share a marginalized identity spend a lot of time in spaces designed for and by the dominant culture. With ERGs we are able to create a space to speak freely, support one another, and build relationships. In a large organization, ERGs can be the one moment where colleagues from across departments and various levels in the company are meeting and those relationships create a productive environment. I consider ERGs an investment for thriving and committed folks as well as a reminder that the work needs to be done with joy and ERGs can be that respite.
I always encourage if a company is interested in starting ERGs that the need and groups formed should come from the employees themselves. Asking employees to contribute in voicing what would be most helpful to them is essential for buy-in and participation. Once ERGs begin, I also recommend each ERG developing a statement of purpose that speaks to areas of focus so it roots them in seeking meaningful sustaining change at the organization.
The caution of ERGs is that it is not a magical checkbox solution - that simply by the ERGs existing, diversity will be solved for the company. In fact, this strategy should be in tandem with a large-scale equity plan. I also feel it’s key that ERGs do not do their work in a vacuum. To really work towards a sustainable change strategy there needs to be moments to work across ERGs and continuous dialogue with the organization at large. If there is an Equity committee made up of leadership and a cross-section of employees from across the company, as an example, it’s essential ERGs leaders are also bringing that voice to the conversation.
REAL RECOMMENDATION: I advocate that leadership in ERGs should be compensated and each ERG should have a sustained budget for programming and support. Yes, often leaders volunteer based on interest and identity, but it should be acknowledged this is in addition and adding benefit to the company.
Ultimately, the idea of ERGs is to celebrate our unique identities and honor those in our work environment. To belong is not to conform-it’s to have a voice and contribute to the larger vision of the company lifting up your lived experience and whole self.
Want a little inspiration on the impact of ERGs? Watch this Netflix video with the leadership of several of their ERGs (they have 15 in total).
Want to hear the business case? Check out this Forbes article.
-Patricia Garza
*I will be back writing about the terminology of inclusion in equity work for another blog!
