Mental health is an ongoing and important area of focus for organizations committed to supporting their employees’ well-being and long-term success. One of the most significant ways companies are making an impact is through Employee Resource Groups (ERGs). These groups foster connection and inclusion by creating space for employees to feel heard and supported—and in turn, help to build healthier, more engaged workforces.
What is an ERG?
Employee Resource Groups (ERGs) are voluntary, employee-led groups that bring people together based on shared characteristics, interests, experiences, or identities. These groups have grown in popularity over the years as they offer a sense of belonging, create opportunities for connection and mentorship, and support professional development. And, in the face of increasing workloads and internal and external stressors, ERGs help employees thrive by providing them with a meaningful space to recharge and feel supported.
In addition to fostering community, ERGs help bridge the gap between employees and leadership by amplifying diverse perspectives. These groups provide valuable insights that inform wellness initiatives and resource development (among other things) and help to create a more inclusive, responsive workplace culture where employees feel their unique viewpoints are heard and considered.
ERGs and Mental Health
Employee Resource Groups contribute not only to individual well-being but also to stronger organizational performance and long-term success.
Here are just a few benefits of ERGs in the workplace:
- Leaders gain meaningful insights from ERGs that help them address workplace challenges and nurture employee mental health.
- ERGs can benefit new employees. These groups help them to integrate and connect with their peers, especially if they are more introverted. New employees can bring a fresh perspective and new ideas to improve these groups and the company culture.
- ERGs encourage creativity, innovation, and professional development. This helps employees to gain confidence and demonstrate their skills, which supports internal talent recruitment and promotion opportunities.
Examples of ERGs
ERGs are often created to build a sense of community among individuals who share common characteristics or experiences. However, ERGs aren’t limited to identity-based groups like race, gender identity, religious affiliation, or ethnicity. Many also form around shared interests or hobbies, including activities outside of work such as traveling, reading, or volunteering.
Additional examples include:
- Veterans Network
- Parents and Caregivers Group
- Young Professionals Network
- LGBTQ+ Network and Alliance
- Community Involvement and Volunteer Network
Advocating for Employee Wellness Programs
To truly unlock the potential of employee-led groups, business owners and leaders should align ERG goals with company strategy and provide necessary resources and support. This includes allocating budget, actively participating in ERG-led initiatives, and offering training that addresses employee needs, such as mental health support and burnout prevention.
Employee wellness programs are essential for nurturing a healthy, resilient workforce. ERGs contribute by sharing unique insights and experiences that can help you craft and implement wellness initiatives that address your employees’ diverse mental health needs and provide resources for support.
During Mental Health Awareness Month (and throughout the year), we encourage employers to engage with their teams to discover what kinds of mental health support would be most meaningful. It’s also a great time to consider forming new ERGs where there are gaps. The involvement and enthusiasm of employees and ERG members are critical to creating groups that truly make a difference—ensuring their feedback leads to positive change.
Amy VanHooser
Amy VanHooser is Senior HR Advisor for G&A Partners.
