3. Encourage feedback
Companies should encourage ERGs and BRGs to provide feedback on hiring processes and DEI initiatives. This feedback can help identify areas for improvement and guide future efforts.
Case study: Salesforce
Salesforce has a well-established ERG program called Trailhead that aims to provide a supportive and inclusive work environment. One example of this program is Salesforce's "Ohana Groups," which are focused on building connections, offering mentoring opportunities and promoting diversity and inclusion among employees and allies. These groups are open to all employees and have a variety of focuses, such as gender, ethnicity, age and sexual orientation.
Salesforce's ERGs play a vital role in the company's efforts to encourage feedback and improve employee engagement. These groups provide a forum for employees to share their experiences and ideas, give and receive feedback and participate in initiatives that promote DEI.
4. Engage employees and celebrate achievements
Companies should invest in employee engagement and celebrate the achievements of ERGs and BRGs. This can include highlighting success stories, sharing best practices and providing opportunities for ERG and BRG members to highlight their work.
Case study: IBM
IBM's BRGs are employee-led groups focused on advancing diversity and inclusion in the workplace while also celebrating successes small and big. They are designed to create a sense of community among employees, provide opportunities for growth and drive business results by leveraging diverse perspectives and ideas. The BRGs at IBM are open to all employees, and members have the opportunity to participate in a variety of activities and initiatives, including community outreach, career development programs and networking events. They have been recognized for their impact on employee engagement, success stories and business outcomes, and the company continues to invest in their development.
5. Build communities
Extraordinary things happen when companies provide support to ERGs in creating communities that are built around the shared values and interests of equity and inclusivity. These communities offer a safe space for employees to share their voices, experiences and perspectives. By providing a platform for employees to come together and collaborate, ERGs and BRGs play a crucial role in fostering a sense of belonging and strengthening the company culture.
Case study: Microsoft
Microsoft's ERGs provide a platform for employees with shared values and interests to collaborate, build communities and drive business impact. They are open to all employees and include a diverse range of affinities and intersectionalities, including women, African Americans/Blacks, Latinx, LGBTQ+, veterans, parents and more.
Microsoft's ERGs focus on building and growing communities by providing members with opportunities for personal and professional growth, community outreach and connection with other employees across the company. ERG members can participate in events, mentorship programs and leadership opportunities that help them grow their skills and expand their networks. Through community outreach initiatives, ERG members can give back to their local communities and make a positive impact on society beyond their workplace.
ERGs at Microsoft have made significant contributions to the company's culture and business success. For example, Microsoft's Black and African American ERG, Blacks at Microsoft (BAM), played a critical role in increasing the representation of Black employees at the company and in driving cultural awareness and education. Similarly, the company's Women at Microsoft (WAM) ERG has been instrumental in driving diversity and inclusion efforts across the company.
In conclusion, ERGs and BRGs can play a critical role in advancing DEI hiring outcomes and creating a more
inclusive and equitable work environment. Companies can better engage these groups by providing resources and support, fostering collaboration, encouraging feedback, engaging employees, celebrating achievements and building communities. The case studies highlighted in this post demonstrate practical approaches to leveraging ERGs and BRGs to achieve DEI hiring goals and create a more diverse and inclusive workforce. By investing in these groups and their members, companies can build a stronger culture of inclusion and drive positive, sustainable and scalable business results.
