Creating Synergy: Uniting ERGs for Consistent Outcomes and Cost Efficiency
Increasingly, organisations are recognising the importance of supporting Belonging, Inclusion, Diversity, and Equity (BIDE) initiatives, and establishing Employee Resource Groups (ERGs) in order to improve synergy. However, without a deliberate and clear framework in place, managing ERGs can become challenging, often resulting in inconsistent outcomes and unnecessary expenses.
In this blog, I will outline the importance of developing a clear Belonging, Inclusion, Diversity & Equity (BIDE) framework, which includes the strategic management of ERGs, in order to ensure outcomes are consistent, effective, and result in cost savings for the organisation.
What is BIDE?
BIDE stands for Belonging, Inclusion, Diversity, and Equity. It underpins some ofs the core values and objectives that organisations need to promote and cultivate within their workplace culture, in order to facilitate employee development and wellbeing whilst simultaneously improving organisational outcomes. BIDE focuses on creating an environment where employees feel a sense of belonging, are included and valued, and where diversity and equity are actively embraced and supported. Prioritising BIDE means actively nurturing a more inclusive and equitable workplace, in which individuals can thrive.
What are Employee/Business Resource Groups?
Employee or Business Resource Groups (ERGs/BRGs) are voluntary, employee-led groups within an organisation that bring together individuals with shared interests, backgrounds, or characteristics. These groups serve as a platform for employees to connect, support one another, and advocate for specific communities or causes. ERGs/BRGs can reflect and advocate for a wide range of interest groups, ranging from gender to ethnicity, LGBTQ+, people with disabilities, veterans, and many more. These groups play a crucial role in fostering a sense of community, promoting diversity and inclusion, and providing valuable resources and support to employees. ERGs/BRGs often collaborate with management to drive positive change within the organization, making an important contribution to a more inclusive and equitable workplace.
The top 10 global employee/business resource groups vary depending on different factors such as industry, size, and region.
However, here is a list of 10 (A-Z) most well-known and widely recognised network groups:
Asian
Black
Disability & Neurodiversity
LGBTQ+
Mental Health & Wellbeing
Multicultural
Parents & Carers
Sustainability
Veterans
Women
Can you have too many ERGs?
While ERGs can be valuable for promoting diversity and inclusion, having too many ERGs can lead to fragmentation, limited representation, resource allocation challenges, increased competition and conflict, and a limited focus on broader diversity initiatives.
To address these dangers, it’s essential that businesses prioritise the management of ERGs, and seek to strike a balance by promoting cross-ERG collaboration, providing equal support to all ERGs, and ensuring that ERG initiatives are fully integrated into broader diversity strategies.
Are there any potential ERG minefields to be avoided?
Yes! When considering ERGs, it is generally advisable to avoid directly incorporating religion and politics, as these topics can be sensitive and divisive. Instead, focus on inclusive themes that promote unity and respect, and welcome diverse beliefs and opinions. If there is a strong desire for discussions around religion or politics, consider alternative approaches that foster respectful dialogue and learning, while keeping these topics separate from the professional environment.
Establishing a Clear, Overarching BIDE Framework
A clear BIDE framework is crucial for organisations for the effective management of ERGs.
This BIDE framework should clearly define the purpose, scope, and focus of ERGs, providing a strategic roadmap for aligning the objectives and activities of these groups with the overall organisational goals, whilst ensuring consistency and avoiding duplication of efforts. In other words, this framework acts as a guiding light, enabling ERGs to work cohesively towards fostering an inclusive and diverse workplace culture.
What’s more, putting a clear BIDE framework enables organisations to set measurable goals and track progress. By defining specific metrics for evaluating the impact of ERG initiatives on diversity and inclusion - such as increased representation of underrepresented groups in leadership roles or improved employee satisfaction scores related to belonging - organisations can monitor the ROI according to predetermined outcome measures, providing tangible evidence of the effectiveness of ERGs and facilitating the adoption of a data-driven approach in managing diversity and inclusion efforts.
Consistency and Collaboration in ERG Management
Consistency is a key element in successfully managing ERGs. With a clear BIDE framework in place, organisations can establish standardised processes, guidelines, and expectations for ERGs. This consistency ensures that ERGs operate coherently - irrespective of the group being represented, the location, department or management of the ERG - thereby promoting a unified approach towards achieving BIDE goals and leading to more impactful outcomes.
. This consistency reduces competition between ERGs, in turn promoting more effective collaboration and encouraging the sharing of best practices.It also aids the organisation by reducing duplication of efforts and resources, whilst ensuring that ERGs focus on initiatives that drive meaningful change rather than engaging in redundant activities.
Sustainable and Effective Outcomes
Rather than being simply a box-checking exercise, a well-defined BIDE framework enables ERGs to operate with a clear purpose, empowering them to focus on initiatives that drive meaningful change.
By aligning ERG efforts with specific BIDE objectives, organisations can measure the impact of these groups more effectively. This strategic approach ensures that ERGs contribute to the overall organisational goals, resulting in tangible outcomes such as increased employee engagement, improved retention rates, and enhanced innovation.
Leveraging ERGs to create a sense of belonging and inclusion not only creates an environment which attracts diverse talent, it also greatly improves staff retention, by providing the necessary support networks and opportunities for growth for all employees.
What’s not to love about Saving Money too!
Implementing a clear BIDE framework for ERG management can lead to significant cost savings for organisations. By strategically aligning ERG activities with the overall organisational strategy, redundant or overlapping initiatives can be avoided, eliminating wasteful spending on duplicated resources, events, or campaigns.
Additionally, a centralised approach to ERG management - enabled by the BIDE framework - reduces administrative costs, streamlines communication, and optimises resource allocation. For example, instead of each ERG independently organising events or training programs, a centralised approach allows for shared resources and consolidated efforts, resulting in cost savings. Ultimately, these cost savings can be reinvested in further initiatives to enhance diversity, inclusion, and equity within the organisation.
Now for the Data…
According to a study conducted by Deloitte, organisations with inclusive cultures are six times more likely to be innovative and agile.
McKinsey & Company report that companies with executive teams in the top quartile for gender diversity are 25% more likely to have above-average profitability.
A study by Glassdoor revealed that 67% of job seekers consider diversity an important factor when considering job offers.
The Boston Consulting Group found that companies with diverse management teams have 19% higher revenue due to increased innovation.
All in all, it’s clear that implementing a clear BIDE framework is instrumental for the strategic management of ERGs in order to achieve consistent, effective outcomes while saving money.
Furthermore, intentionally aligning ERG initiatives with the organisation’s BIDE goals, enables businesses to foster a culture of belonging, inclusion, diversity, and equity. This, in turn, leads to improved employee engagement, increased profitability, enhanced innovation, and a stronger employer brand.
Investing time and resources into developing and implementing a clear BIDE framework is a critical step towards creating a workplace that truly values diversity and inclusion. With measurable goals, standardised processes, and efficient resource allocation, organisations can harness the full potential of ERGs to drive positive, sustainable change and create a more equitable and inclusive work environment.
And with this, they not only benefit their employees but also contribute to a more inclusive society as a whole.
Now that we’ve established exactly what needs to be done, why not let me help you with the how? I’m an expert in building inclusive communities in the workplace, and fostering BIDE through the development of ERGs and BRGs. If you’d like to find out how to enhance connection, collaboration, and bring about significant cost savings in your organisation, then get in touch.
