Employee Resource Groups (ERGs) are instrumental in creating inclusive and diverse workplaces. They provide employees with a sense of belonging, offer a platform for shared interests, and foster professional growth. If you're considering starting an ERG at your workplace, you're taking a significant step towards promoting diversity and inclusion. However, it's essential to navigate this process thoughtfully and effectively. If you have thought about starting one in your company, this blog is for you! Today, we'll provide you with a comprehensive step-by-step guide on how to start an ERG at work.

Step 1: Identify Your Purpose and Goals

Before diving into the logistics, clarify the purpose and goals of your ERG. What is the main focus? Is it related to ethnicity, gender, age, or a specific shared interest? Clearly define the objectives you want to achieve through the ERG, such as fostering a sense of belonging, supporting career development, or driving workplace initiatives for underrepresented groups.

Step 2: Secure Leadership Support

Obtaining support from leadership is critical for the success of your ERG. Reach out to senior leaders and decision-makers to gain their endorsement and commitment. Leadership support will not only provide resources but also enhance the credibility and visibility of your ERG.

Step 3: Form a Core Team

Assemble a dedicated core team of employees who are passionate about the ERG's mission. This team will be responsible for planning, organizing, and executing ERG activities. Ensure diversity within your core team to represent a variety of perspectives and experiences.

Step 4: Develop a Charter or Constitution

Create a charter or constitution that outlines the purpose, goals, membership criteria, leadership structure, and operational guidelines for your ERG. This document will serve as a reference point for members and leadership.