A employee resource group (ERG) or affinity group is a space where people from a company come together to talk about common experiences, especially about issues related to diversity, equity and inclusion, here are some of them tips in order to professionalize them.
The affinity groups or ERGs are becoming more and more common in companies, because they are open and voluntary spaces for employees. In them, people share a common common interest in inclusion of populations in need of attentionall for the purpose of improving corporate culture and the results of the organization.
These groups function as spaces where action plans related to diversity, equity and inclusion can be discussed and implemented. of the companies. However, it is necessary that there are some elements in the ERGs to make them successful and generate positive impact in the organization.
What elements does an ERG need to be successful?
- Governance and leadership
It is important to have a hierarchy in the affinity group. In it there must be a organizing committee (between two and 20 people) and the extended team (between two and 20 people) and the extended team (between two and 20 people) and the extended team (between two and 20 people).. In addition, it is suggested that within the committee involves at least one sponsor seniori.e., a leadership figure to occupy a management position in the company and that connect to the cause or demographics of the ERG. This will help other management positions to be more interested in participating in these spaces.
On the other hand, it is necessary for there to be an selection of who will take the lead of the affinity group. Ideally, it should be a person with at least one year of seniority in the company, with a good performance evaluation, preferably manager. junior o seniorand who belong to the ERG demographics.
Similarly, it is appropriate to the person lasts in leadership for two to three years and that after that time another leader is elected. For the recruitment process of an ERG leader, it is optimal that there is a campaign where interested people can send their application.
In this way, the human resources team will be able to evaluate the applications. and then interview those who are best qualified, until the best qualified person is selected.
- Skills development for ERG participants
Another of the elements that determine the success of an ERG is the development of skills among affinity group participants. In other words, those involved can make networking that allows them to learn new skills and share experiences. In particular, we will focus here on the development of leadership competencies.
- Strategic cycle
Ideally, there should be a work cycle to be divided in four stages:
- Planning: a new objective-oriented and mission-driven work plan. The objectives should be measurable, specific, realistic, achievable and time-limited. Similarly, at this stage it is optimal to scheduling of activities and establish a possible budget to carry them out.
- Executionat this stage the plan is launched.
- Follow-upat this stage, a review of progress in the affinity group. In the same way, the following can be done adjustments if necessary.
- Recognitionlast part of the cycle in which results of activities are sharedThe successes achieved are celebrated and the new challenges to be addressed are put on the table.
Other suggestions that will help to enhance the success of the ERG
As the last tipsThe success of an ERG can go hand in hand with:
- have biweekly meetingsto space out the sessions;
- organize monthly meetings between leaders of different ERGs that exist in the company to share experiences;
- program monthly or bimonthly meetings with the sponsors of the ERG to report progress.
- do not fill the calendar with eventsIt is suggested that there be three per year to maintain productivity and interest in the ERG.
Did these tips help you know how to professionalize your affinity group (ERG)?
Research and editing by José Manuel Ríos and Rodrigo Hernández
