Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. Inclusion & Diversity
  4. Business Purpose Essential for Employee Resource Groups
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

Business Purpose Essential for Employee Resource Groups

July 11, 2012 | Pamela Babcock



NEW YORK—Employee resource groups (ERGs)—also known as business resource groups (BRGs), networking groups and affinity groups—work best when they have a clear purpose, executive support and a business focus, experts said June 29, 2012, at the Diversity Best Practices Network & Affinity Leadership Conference here.

Howard J. Ross, founder and chief learning officer for Cook Ross Inc. in Silver Spring, Md., gave attendees a list of 10 best practices for ERGs:

  • Set direction and secure buy-in. ERGs need C-suite support and executive champions. But don’t overlook middle managers. They’re a key audience that needs to be engaged, Ross said.
  • Have a strong foundation. Don’t operate without bylaws, a corporate charter or a leadership mandate. It’s your “corporate permission” to exist and critically important, Ross said. There is no need for a 50-page contract. But do articulate commitments, obligations and the ERG’s role, he said.
  • Know your purpose. Is the ERG purely social or does it drive talent, performance and profit? Some groups have an identity crisis, he said: “Sometimes they want to be social, sometimes they want to be business drivers. It’s important to have clarity about that.”
  • Leverage ERG leadership. Provide opportunities for emerging leaders “to show their stuff” and even to “fail” in their volunteer role, Ross said. Some may have no experience managing a budget or running an event. ERGs need to be a safe place for people to “have the kind of trial and error that is fundamental to what we know about the science of human learning,” Ross added.
  • Connect to the bottom line. Companies that don’t use their ERG to connect to new product development, gain market share, and enhance the brand and public awareness, are “really missing the boat,” Ross said.
  • Have a “big tent mentality.” If a white man wants to join an ERG for black employees or a straight person wants to go to LGBT group meetings, let them. Doing so promotes a dialogue and a culture of inclusion “that you sometimes don’t see in other pockets of the organization,” Ross said. Some veterans ERGs even have anti-war members. But if someone is disruptive and causing problems, get a senior leader to intervene, he added.
  • Connect with other ERGs. Opportunities for collaboration are key. “This is really where the learning and development grows and where you can have the multiplier effect,” Ross said.
  • Secure funding. An ERG without a budget is not a corporate priority. If there’s no budget or not enough money, get it. Otherwise, Ross said, “You can end up doing a lot of treading water.”
  • Choose your battles. Some ERGs view themselves as responsible for addressing grievances of specific groups, Ross said. Be aware this might be happening and try to shift the focus back to how the ERG can impact the business.
  • Be accountable and transparent. Establish metrics and goals. Don’t be afraid to measure yourself and to tell people if you fall short of expectations, Ross said.

“Unless you’re thinking about all of these things at once, you can’t have a comprehensive approach and you can’t grow,” he noted.

‘We Treat It as a Business’

The Travelers Cos. in Hartford, Conn., wants ERG leaders to be strategic partners who make real contributions to their organizations. Instead of holding elections, the company works closely with HR and managers to choose leaders to head up its ERGs and to serve as executive sponsors. Thus, the groups are used for leadership development. “We treat it as a business, just like HR or sales. And the pre-selection of the leaders is a critical component of that,” said Marco Irizarry, manager of diversity for Travelers.

The minimum requirement for someone to be an executive sponsor is that they be a front-line manager and high potential. Potential leaders are vetted through HR and other managers. “That buy-in from their leader and from their HR person is so critical,” Irizarry noted.

Leaders are asked to serve two-year terms. Travelers also provides resources from its enterprise learning & organizational development department for issues like presentation or communication skills, among other things.

“We’ve actually developed a leadership curriculum … to help them be successful,” Irizarry said.

About 60 percent of the network leaders work in the company’s home office in Hartford, while the balance is in the field since the company wanted the program to not be “just a Hartford-based organization pushing it out,” Irizarry explained.

How They Operate

In 2011, the company launched five ERGs, which it calls diversity business networks. They include Asian-American, African-American, Hispanic-Latino, Women and Women in Actuarial & Analytics groups.

“This is unlike other companies where ERGs are very local and grassroots,” said Irizarry, who oversees the diversity business networks. Travelers developed leadership and budget plans and a core vision for each of the ERGs.

Travelers’ groups focus on 3 P’s, according to Irizarry:

  • People—by ensuring employee engagement, retention and development.
  • Productivity—by figuring out how group events benefit the organization and employees.
  • Profitability—by answering the “where’s the money?” question.

The executive sponsor for each group provides business oversight and exposure but doesn’t have to be a member of the group’s demographic. Each group has an advisor who is a member of the demographic group, to provide day-to-day coaching and mentoring for the network as well as help develop events.

Travelers’ employee networks are based on a national model, so there are no local chapters, as there are in other organizations. “We really wanted the opportunity to attract members and to have members network across the entire organization,” Irizarry noted.

Looking Ahead

Many ERGs are successful and have an impact for years, then bottom out. The members might not change, but often the leader or a change in leadership can be to blame. Irizarry said he hopes Travelers’ model helps solve that problem.

In the end, Irizarry said having “the key talent and key resources available on the people side” to make ERGs successful is “the key critical component to the success and sustainability of these networks.”

Pamela Babcock is a freelance writer based in the New York City area.

Related Articles:

Women’s Networking Groups Develop Key Skills, SHRM Online Diversity Discipline, June 2012

Employee Resource Groups for Veterans Deliver Results, SHRM Online Diversity Discipline, February 2012

Resurgent Employee Resource Groups Help Build Leaders, SHRM Online Diversity Discipline, October 2011

Employee Resource Groups Drive Business Results, SHRM Online Diversity Discipline, February 2011

Quick Links:

Diversity Discipline Home Page

Diversity E-Newsletter Sign Up Page

Diversity Discussion Group on SHRM Connect

Employee Resource Groups (ERGs)
Global Mindset
Inclusion and Diversity

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now