The Underappreciated Role of the ERG Leader
Two women suprised as the leader is speaking.
ERG leaders, are you preparing for how to respond in moments of crisis? Companies, are you engaging ERG leaders early on, compensating them for their work and time, and prioritizing a positive working relationship with them? Understand the top five current issues ERG leads face in the workplace and access resources to implement, evaluate, support and maintain a successful ERG program.
One of the most straightforward things an organization can do to give underrepresented or marginalized employees an outlet for inclusion is to enable the development of employee resource groups (ERGs).
But while many of the conversations about ERGs focus on officer roles, events, and cross-ERG collaboration, one topic that is often left out is the specified roles of ERGs at every organization and its leadership role during moments of crisis.
There have been countless moments of violence perpetrated against Black Americans, Asian Americans, women, and other groups, with an increase in the number of instances of violence in recent years. In the wake of George Floyd's death, the 2021 Atlanta spa shootings, and the 2022 Buffalo mass shooting, numerous groups have felt their physical safety come under attack. And in some organizations, thoughtful employees (both ERG leaders and non-leaders) have stepped in to ensure their colleagues have safe spaces, have space, and have support.
While the roles and responsibilities of the leadership team, the programs an ERG puts on, and collaboration are still important, it is this declaration of safety, security, and support that ERG leaders should recognize and call out as they launch their ERGs and grow them over time.
Some would rightfully argue that it is not and should not be up to the aggrieved and marginalized to take upon themselves more responsibility - particularly in times of duress and great tragedy. Nevertheless, people who are scared or traumatized will naturally turn to areas of safety and community in times of suffering - and that can mean an ERG leadership team may be able to help colleagues in these moments of hardship.
The benefits of a well-supported ERG program is undeniable, but implementing and maintaining ERG is far from a one-and-done task. Like most programs, to be successful they require quite a lot of structure. This can lead to an abundance of roadblocks that can be difficult to navigate without guidance, such as the following discussed below.
Current Issues for ERG Leads in the Workplace
Compensation
Micro (and macro) aggressions
Boundaries and time management
Lack of budget
Lack of defined ERG roles
Compensation
This brings up the topic of compensating ERG leaders - an idea which I initially resisted years ago and over time I have come to embrace. The mindset I used to have was just as curmudgeonly as people who would mock "job-hopping millennials" for being disloyal to their company. I used to think, "ERG work *should* be volunteer work so you can see who really is doing it because they care." But now I believe that people can do it because they care AND get compensated for their time, energy, and effort…especially when that role involves Black, Asian, Latine, Native, Women, LGBTQIA and other ERG leaders also playing corporate communications roles in response to tragedy.
Micro (and macro) aggressions
Most ERGs are led by underrepresented minorities or members of marginalized communities, but high levels of organizational leadership often do not reflect these groups. Despite the growth of programs to educate allies and non-marginalized communities about things like the history of Cinco de Mayo and Juneteenth, microaggressions remain incredibly pervasive in many organizations.
Boundaries and time management
Although some organizations have begun recognizing and rewarding ERG service (as some ad agencies have begun to give ERG leaders utilization credit for their time served), most ERG leaders do this as an extracurricular activity - an unpaid one at that. In some organizations, corporate DEIBA (diversity, equity, inclusion, belonging and accessibility) teams do not provide tools, resources, or institutional support - leaving many ERG leaders to keep reinventing the wheel or manually build processes to track/engage members or build events.
Lack of budget
Receiving minor budgets (like 1k a year for 100 people) can result when organizational leaders do not recognize the value provided by ERGs. There needs to be a defined budget. Without one, leaders aren’t actually adding line items. Additionally, ERG leaders may not know what kinds of goals and metrics to set when articulating their future state or trying to defend what the ERGs are looking to do with the budget.
Lack of defined ERG roles
While there are no rules on who should serve in each of these roles, credibility is an important characteristic to identify in any potential board member, leader, or key member. While I have seen younger, less experienced people thrive in some of these roles, I have also seen people who assume they know it all, stumble. It is important for all ERG leaders to keep a growth mindset and seek out insights as they pertain to their group, cause, and role.
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Resources
Help empower a brighter future for ERGs in the workplace by taking a few minutes to complete and share The Rise Journey's 2022 ERG Lead Compensation Survey. By taking a few minutes to share your insights, you'll not only access the download for the 2022 State of the ERG Report but also gain valuable guidance on navigating ERGs in the workplace.
To learn more about The Rise Journey’s ERG-focused services, like building ERG & DEI Committee Strategy, hosting an ERG Leadership Training Offsite Workshop, or Lunch & Learn programming options please reach out.
Read 7 Steps to Set Your Employee Resource Groups Up for Success by Aaron Fung
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