Employee resource groups

The Women’s ERG hosts women-focused events, meetings, networking opportunities, discussions, social gatherings and presentations.
Our ERG’s are available to all colleagues and we encourage colleagues to also sign up as allies and supporters to learn and engage with other diversity groups.
Being a part of an ERG creates a feeling of belonging, and provides you a voice in support of driving progress on diversity, equity, and inclusion across Barclays.”
Because an ERG is employee-led doesn’t mean it doesn’t need organizational support.
Use your senior leaders to define how your organization will support your group, its initiatives, and its members.

ERGs empower employees giving each group a collective voice to consult with decision-makers and management.
ERGs deliver value to organizations and their workforces in multiple ways.
Modern ERG programs will be the enduring legacy of Mr. Wilson and his colleagues’ courageous efforts.
In its most basic form, an ERG can be an employee identity or experience-based group that helps employees in a organization build community and share a standard cause.

They enable us to attract and retain diverse talent, provide employee leadership development opportunities, and support several community patient initiatives to drive greater health and wellness education for all.
ERGs also contribute to advancing our culture of belonging by fostering employee engagement, which positively impacts business outcomes.
Events hosted by ERGs range between in-person networking days to shared spaces for information sharing on company networks.

At Together, we see many companies launch diversity and inclusion mentoring programs to accelerate the impact of these employee resource groups.
The impact is more meaningful employee connection, more advancement opportunities for diverse employees, and a culture that employees are proud to become a part of.
If you’re considering starting a mentorship program to support diversity and ERG programs Together makes it easy to register employees, match them with mentors, support their relationships, and report on the program’s success.

Set Apart Your Company With Mentorship

An enjoyable experience to invite a new hire to be a member is during or after training.
Master your role, transform your business and tap into an unsurpassed peer network

Working to overcome unconscious bias and support cultural humility for several.
ERG programs facilitate an obvious line of communication from ERGs to leadership to voice concerns and solve problems.

• Sophisticated retail talent solutions designed to attract and retain the talent you have to evolve with industry changes.
• have helped a diverse range of groups get yourself a voice within large corporations.
• Engaging, empowering, and elevating the LGBTQ+ and ally community at LinkedIn!
• He supported black employees in launching the National Black Employees Caucus.
• And for most employees from underrepresented backgrounds finding colleagues much like them is all too often a challenge.

By becoming so invested in an ERG, there exists a greater probability that that member may lose sight of the larger change that they want to see in society by instead focusing an excessive amount of on the prospect of change in their specific company.
Along the same lines, others think that radical members of ERGs need to find a careful

Hispanic Googlers Network

Numerous studies show how ERGs contribute to their strategic goals.
Employees can communicate concerns and advocate for change to leaders better.
Formal ERGs give employees from underrepresented groups a seat at the table.
Employees in ERGs share similar lived experiences and perspectives.

• ERGs are one of these of all of the MIT-sponsored activities that staff, including support staff, are encouraged to attend.
• ERGs are generally based on building or strengthening community, providing support and adding to personal and professional development in the workplace.
• Sixty-three percent of the firms I surveyed have a worker resource group centered on young professionals.
• Plus, they offer a fantastic channel for companies to hear and learn from their workers, and they even provide help with how to make products or services more inclusive so they resonate with a broader audience.

However, in accordance with a PricewaterhouseCoopers Global Diversity & Inclusion Survey, two-thirds of respondents indicated their organizations have not adopted practices to reduce unconscious biases and other barriers to inclusion.
Moreover, even among organizations that have adopted such practices, employees are not likely to be aware of the efforts.
This illustrates the importance of inclusion at work for candidates.
PeopleScout may be the world’s largest RPO provider managing talent solutions that span the global economy, with end-to-end MSP and talent advisory capabilities supporting total workforce needs.

In the second post of the series, I explain how employees can start their own ERG.