![]() Employee Resource Groups (ERGs): Spaces for my belonging, and to accelerate our impact as a group, as a community and as an organization. While each group will have a different vision and focus, removing internal barriers and creating inclusion for all employees should be a primary focus. At a minimum, all groups should be spaces where any employee can find value as a member, ally, or sponsor. The groups can exist under either of the three names and work towards supporting diverse and underserved groups, driving towards both employee and business goals.įor all internal communities, belonging and affinity should be central. Your organization groups do not have to evolve from Affinity to ERGs to BRGs. It carries a lot of weight choosing one is an opportunity to communicate the impact and attract the right people to a community. Many organizations include the company's name and a powerful acronym that centers the population and mission under the umbrella of ERGs or BRGs. It says who the group is for and its focus and can be tagged onto ERG, BRG, or Affinity groups. This is why I see organizations leverage Acronyms effectively. This can lead to a struggle with member engagement and recruitment efforts for the group leaders down the road. Sometimes there is a mismatch between what information we want to communicate to the employee population with the name. For example, a group with a name that reflects a specific cultural or ethnic identity may be perceived as more inclusive or exclusive for those not within that demographic.Ĭonsider these when choosing a name if the goal is also to prioritize education, learning, and career. It can directly reflect its values, mission, or identity and influence how others perceive the group’s goals and objectives. PERCEPTION (Who is welcome?) The name of the internal group is usually how employees first discover and decide to interact with that group. If you are starting a new group as ERGs or BRG, deciding what groups to launch comes into the naming and stems from the gaps at your organization. What is the context, and what is the larger goal? That should provide a framework that can be intentionally built into the name for impact. IDENTITY (Who is being centered?)What groups are you calling out? ERGs are not your DEI, If you are starting/launching ERGs, they should be a part of a larger company DEI strategy, and you should have some data and a guiding roadmap. ![]() Employee groups are employee-led but company-supported so dont leave the diverse employees out in a decision like naming convention. Leverage the DEI committee, build and involve a diverse committee launch team, and engage them in determining/choosing the group names from the start. Who is at the table when the discussion is had and the decisions made? Starting inclusive groups means involving diverse employees at the beginning to determine the name. ORIGIN (Who is Involved?) This is especially important if you are launching or rebranding your communities. Perspectives: Here are three main categories to think about when choosing your community name ![]() Community names can also serve as a way for allies to identify and be encouraged to show support and solidarity with marginalized groups by recognizing and respecting their chosen names and identities.Community/Group names provide a way for people to identify and find others who share their experiences and perspectives and to feel less isolated or alone.Community/Group names can help build a sense of belonging and connection among community members.Community/Group names can also be a source of pride and empowerment, especially for marginalized groups historically facing discrimination or oppression.Community/group names can reflect a shared history, tradition, or stage of life that binds employees together as community members-for example, employee groups for cancer awareness resources and education, caregivers, etc.Community/group names can have significant cultural and social importance for those identifying with them.WHY is a Workplace Community “Naming” Significant? But the name you choose as an organization is more than just a label. ERGs, BRGs, and affinity groups are all terms commonly used to describe internal communities or groups within the workplace. The acronym ERG has become a catch-all phrase for internal groups, but there is an opportunity to add more context to what your organization calls these internal communities. ![]() While a lot of times, the naming is inherited in the form of the most common two affinity groups or employee resource groups (ERG), the decision to rebrand or launch can be the very first opportunity to kick off your intent to impact diversity and inclusion efforts in a strong way. One of the questions leaders beginning to launch internal communities within their organizations often have to answer is, “ What should we name them?”.
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