I think it all depends upon what you are trying to do with your ERG. It is good to know if the focus is on learning events for staff, to advise on organizational activation, or more of a social/support system. It could even been a combination of some or all but knowing that is helpful. Having executive/leader buy in is also important so you don't hit any conflict or resistance. We certainly had some challenges with what leadership thought ERGs should be versus what we wanted to do. Also, I don't know if you have any paid DEI leaders in your HR team or on staff but it is good for the ERGs to work closely with them so the work doesn't overlap too much.
I would also suggest some planning around leadership of the ERG. I know in ours we have a 2 year term for Co-chairs and do alternating years for new chairs so there is always some experience and fresh eyes at the same time. Want to keep an eye out for burnout down the road as well since volunteer ERG work can often fall on the same people over and over.
Happy to talk about any specific question. I have been on the Pride board of my organization since 2018.
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Rebecca Dupont
Arlington VA
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Original Message:
Sent: 09-23-2024 04:15 PM
From: Ben Gurin
Subject: Starting ERGs for staff
Hi all, I'm working with our HR director to start employee resource groups (ERGs) for museum staff. Do you have experience participating in or running an ERG or affinity group, and what are some of your challenges or takeaways? Thanks!
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Ben Gurin
Project Manager, Events & Visitor Experience
Center for Jewish History
New York, NY
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