An employer with diversity, equity, inclusion, and accessibility (DEIA) initiatives will be a great place to work for anyone. Why? Companies with a diverse workforce allow for diverse thought, meaning more creativity and innovation, optimal solutions to problems, and overall better decision making.

The most common DEIA initiative is Employee Resource Groups (ERGs), also known as Employee Network Groups or Inclusion Networks. ERGs are voluntary, employee-driven, and sometimes market-facing. The primary purpose of an ERG is to provide groups of employees with a formal structure and community within the company to support their unique needs.

A common misconception is that you have to identify as someone with racial, gender, or sexual differences in order to participate in an ERG. Companies who have well-established ERGs and advanced DEIA strategies allow any employee to join an ERG even if they don’t identify with that group—often referred to as allyship. It is important to build allyship into the DEIA strategy because ERGs generally represent a smaller population of the entire organization and require support from a larger group to advocate for change or obtain budgets to create events that give employees opportunities to connect on a common interest, theme, or objective.

Some ways ERGs advocate for change and create opportunities to connect are:

• Providing feedback on experiences with navigating human resources policies to improve equitability;
• Providing feedback and resources for recruitment campaigns to reduce unconscious bias;
• Providing input on development of targeted leadership programs to build diversity throughout all levels of the organization;
• Creating mentorship programs within the ERG; and
• Creating and supporting events, such as local pride parades, International Women’s Day, Black History Month, Asian Heritage Month, and National Indigenous History Month.

By participating in an ERG, you can create a network within your company. This network may be made of people who can provide you with career advice and development opportunities or who support you through obstacles and conflicts (both personally and professionally). When you are able to connect with others who look like you or think like you, you create this space of belonging that generally leads to higher employee morale.

If you are interviewing or working at a company that hasn’t created ERGs, ask why they don’t exist and think about how you can help change this. It takes a small group of people to advocate for change, and since ERGs are employee-driven and voluntary, they often do not require formal employee resources from your company. And if you work at a company with ERGs, and you do not currently participate in any of them, why not? It is highly recommended that you take part where you can, depending on your interests, because it can truly change your perception of the company and your outlook for your career.

About the Author

Leisha Taylor CPA is a Senior Manager at PwC Canada and is currently the National Co-chair of the Black Professionals Inclusion Network (one of more than 14 Inclusion Networks at PwC). Leisha has had the opportunity to take on leadership roles in the Women’s Inclusion Network and the Black Professionals Inclusion Network. Some of the most rewarding work that Leisha has done in the DEIA space includes launching an internal podcast on topics important to women, developing the strategy for launching the Black Professionals Inclusion Network in Western Canada, developing and leading the activities and content for Black History Month celebrations, and participating as both a mentor and mentee in a Black Professionals mentorship program.