Fostering groups and communities cannot be emphasized enough in today's evolving workplace. Employee Resource Groups (ERGs), social cohesion, and professional development groups are key corporate features that directly correlate to an inclusive workplace with high employee engagement. This is especially crucial when employee and workplace engagement has decreased, leading to lower happiness and mental health (HBR).
More specifically, Employee Resource Groups (ERGs) are voluntary, employee-led groups that aim to allow a corporation to create a diverse, inclusive workplace to increase employee engagement and satisfaction. Historically, ERGs began as affinity groups in the 1960s and 1970s, supporting marginalized groups within large corporations. Over time, they have evolved into employees of all interests and identities, including those based on ethnicity, gender, sexual orientation, and shared professional interests.
Creating a connected and engaged workforce is essential for a thriving organization. Beyond professional bonds, enabling employees to form interest-based connections fosters a truly inclusive and vibrant workplace.
The success of an ERG can have a vast impact on employee engagement and organizational culture. Microsoft’s ERG for employees with disabilities has been instrumental in advocating for more inclusive workplace engagement policies and technologies, benefiting employees and the broader community. This action towards inclusivity directly impacts employees' well-being and mental health; therefore, the more satisfied the employee is, the better workplace engagement is produced.
Looking at the benefits of ERGs and the outcomes produced for an organization, mental health factors are also involved in these groups. Humans are inherently social creatures, relying on social cohesion to fulfill their need for connection and employee engagement. Considering that we spend nearly a third of our lives at work, organizations must focus on building a community to improve workplace engagement and enhance the workforce's well-being. As Dr. Nancy Baym, a researcher at Microsoft, asserts, “Cultivating a culture of kindness, fun, and cooperative collaboration is just as important to the bottom line as your daily to-do list.”
The ongoing Great Resignation demonstrates the importance of community in the workplace. Employees leave their jobs if they don’t feel the culture supports their values or fulfills their basic need for meaning and employee engagement. This shift highlights the growing emphasis employees place on the quality of their work environment.
There are vast benefits of an employee feeling a sense of community, and further nurturing this for other employees is also beneficial. Diving deeper into the benefits of ERGs, they directly provide a platform for employee connectivity over shared interests, leading to stronger relationships and a feeling of belonging. There is a clear correlation between employee involvement in workplace groups and increased productivity. When employees are engaged and feel supported, their motivation and efficiency improve. Active participation in these groups often leads to exchanging ideas and best practices, further driving productivity. For instance, the coaching program at Motley Fool, where 10% of employees act as coaches, significantly boosted both teaching and learning among employees, enhancing overall productivity (HBR). Further, according to the Society for Human Resources Management, a feeling of belonging is a “feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group or place.” This feeling of belonging is crucial as workplace engagement strives to be more diverse and inclusive.
ERGs also play a vital role in promoting diversity and inclusion. By giving voice to various employee demographics, these groups help ensure that diverse perspectives are heard and valued. This inclusive environment fosters innovation and makes the workplace more welcoming for all employees. Companies like Salt & Straw have embedded themselves in their local communities by partnering with organizations that support diverse groups, such as Emerging Leaders and The Women’s Justice Project, thereby enhancing their inclusivity (Carla Piñeyro Sublett).
U.S. Surgeon General Vivek Murthy notes, “Our social connections are largely influenced by the institutions and settings where we spend most of our time. That includes the workplace.” A sense of community at work can help reduce loneliness. When employee connectivity is present and aligned with the company’s values, they are likelier to stay with the organization long-term. This sense of loyalty is nurtured through the bonds formed in workplace groups. For example, Traeger Grills saw their employees rate their culture highly, with 91% feeling connected to the company’s vision, mission, and values, mainly due to initiatives like cooking meals together (Carla Piñeyro Sublett).
Several companies go above and beyond in showing the positive impact that ERGs have on workplace culture. For instance, Salesforce is renowned for its robust ERG program, which includes groups focused on race, gender, LGBTQ+ issues, and more. Employees frequently report that participation in these groups enhances their job satisfaction and sense of belonging. According to a Salesforce survey, 90% of employees involved in ERGs feel that these groups positively impact their experience at the company.
At LinkedIn, the emphasis on professional development groups has significantly improved employee performance metrics. Quotes from LinkedIn employees often highlight how these groups provide critical support and development opportunities, contributing to personal and professional growth. Additionally, programs like EXOS's Game Changer have shown that structured community support can significantly reduce stress and increase passion and purpose among participants.
Creating and maintaining meaningful connections between coworkers requires intentional and authentic efforts. Here are a few ERGs:
Encouraging employees to establish ERGs can be a great way to unite people within a corporation. Providing guidelines and support for group formation can help employees feel confident starting and maintaining these groups. For example, the Motley Fool’s approach of inviting employees to share their unique skills through classes, such as DJ or butchering classes, fosters a sense of community and mutual learning (John Harrison).
As with any impact a corporation wants to make, executive leadership and backing are required to succeed. Leaders should actively participate in and promote these groups to signal their importance. This support helps legitimize the groups and encourages broader employee involvement.
Lastly, providing resources and funding is essential for the sustainability of workplace groups. Whether it’s allocating budget for events, providing meeting spaces, or offering professional development opportunities, these resources help groups thrive.
Despite the numerous benefits, fostering workplace communities can be challenging. Resource allocation can be a hurdle, as companies must balance supporting these groups with other operational needs. Ensuring inclusivity within the groups themselves is another important consideration. Fostering an environment where all employees feel welcome to participate is crucial.
Workplace groups and communities are vital for creating a more engaging, productive, and inclusive work environment. Business leaders must evaluate and enhance their support for these groups, recognizing their crucial role in fostering a thriving workplace culture. By doing so, companies can harness the power of the community to drive both individual and organizational success.
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