An employee resource group, or ERG, is a group of employees who come together around a shared identity, experience, or interest. These groups are voluntary and usually employee-led. They exist to build community, offer support, and push for positive change within the company.
ERGs aren’t just social groups. They’re about helping people feel seen and included. They also give employees a platform to speak up and get involved in shaping workplace culture.
What’s the difference between an ERG and a club or social group?
ERGs might host social events, but that’s not all they do. Unlike a typical workplace club, ERGs usually have a mission. They’re often focused on inclusion, career growth, or education.
A club might plan game nights or coffee meetups. An ERG might bring in speakers, organize panels, or give feedback to HR on policies that affect the group they represent. They’re community-driven but also business-aware.
Who can join an employee resource group at work?
Pretty much anyone. ERGs are usually open to all employees, whether you identify with the group’s focus or want to show support as an ally.
For example, a veterans ERG might include both former service members and folks who just want to understand and support that community better. It’s less about labels and more about showing up, listening, and learning.
How do employee resource groups support diversity and inclusion?
ERGs help make workplaces more inclusive by giving people a voice. They create space for employees to connect, speak up about challenges, and highlight things leadership might miss.
They also help raise awareness and drive change. Some partner with HR to improve policies. Others help with onboarding or host events that bring people together. They give real-world insight into what inclusion should look like at work—not just in theory but in practice.
Are ERGs officially supported or funded by employers?
Often, yes. A lot of companies recognize the value ERGs bring and give them funding, resources, or executive sponsors. That support helps with planning events, running programs, and actually making things happen.
But not every company is there yet. Some ERGs are grassroots and run with little or no budget. Still, even without funding, they can have a big impact if there’s leadership buy-in and space for employees to lead
