How to Launch a Successful ERG: A Step-by-Step Guide

Employee Resource Groups (ERGs), sometimes referred to as affinity groups or business resource groups, are voluntary, employee-led communities within organizations that support inclusion, belonging, and professional development for employees who share common identities or experiences. They often focus on race, ethnicity, gender, sexual orientation, disability, parental status, veteran status, or even shared interests like environmental sustainability or community service. While ERGs serve to uplift underrepresented or marginalized voices, they also contribute significantly to organizational culture, employee engagement, and business innovation. When thoughtfully planned and supported, ERGs can become powerful vehicles for change, equity, and community within the workplace.

Before launching an ERG, it’s essential to understand its purpose and potential impact. ERGs aren’t just about gathering people with shared identities—they are about fostering a sense of community, creating safe spaces, and opening up channels for meaningful dialogue, advocacy, and growth. They can boost employee morale, increase retention, and develop future leaders by offering opportunities for mentorship, collaboration, and professional development. For organizations, ERGs offer valuable insights into employee experiences and perspectives, help align internal culture with DEI commitments, and can even support business strategies, such as inclusive product development or market outreach.

The first step in establishing an ERG is conducting a needs assessment. This means taking time to listen to employees and identify where there may be a desire—or a gap—for community building. Surveys, informal conversations, and focus groups can be useful tools for gathering feedback and understanding whether there’s interest in forming an ERG, and what its focus should be. Reviewing demographic data within the organization can also provide insight into which communities may be most in need of support. For example, if your organization has a growing number of Black employees but limited cultural programming or mentorship opportunities tailored to their experiences, that could point to a real need for a Black ERG. Similarly, if you hear feedback from LGBTQIA+ employees about wanting a space to share experiences and advocate for inclusive policies, that could be the spark for starting a Pride ERG. Understanding the unique context and needs of your organization will help ensure the ERG is relevant, impactful, and welcomed by your colleagues.

Once the need has been identified, the next step is to define the ERG’s purpose and scope. This is a crucial stage that lays the foundation for the group’s identity. Start by drafting a clear and concise mission statement that articulates why the ERG exists and what it hopes to achieve. For instance, an Asian Pacific Islander ERG might aim “to build community, celebrate cultural heritage, and promote leadership opportunities for API employees.” Consider the group’s intended audience. While ERGs often focus on specific identities, they should generally be open to allies as well—people who may not share the identity but are committed to learning, supporting, and advocating alongside the group. This helps build bridges across communities and fosters organizational solidarity. Be sure to also outline the kinds of activities the ERG will support, such as educational workshops, cultural celebrations, social events, speaker panels, or mentorship programs. Clarity at this stage will guide the ERG’s work and communicate its value across the organization.

With a clear purpose in place, the next key step is to secure executive sponsorship. Executive sponsors are senior leaders who endorse the ERG, advocate for its needs, and help remove institutional barriers to success. Their involvement sends a strong signal to the broader organization that the ERG is a serious and supported initiative, not a side project. Choose an executive who genuinely supports the mission and is willing to engage meaningfully—not just show up for a photo op. A good executive sponsor can provide strategic advice, help the ERG access resources, and represent the ERG’s interests in leadership discussions. They can also model inclusive leadership by publicly championing the ERG’s work, attending events, and speaking about its value.

With leadership support secured, it’s time to establish the ERG’s internal structure. ERGs function best when they are organized and guided by a dedicated team of volunteer leaders. Start by identifying one or two people to serve as the ERG Chair or Co-Chairs. These individuals will serve as the main point of contact and be responsible for guiding the group’s vision and activities. Depending on the size and scope of the ERG, you may also want to form a steering committee or core team to help with planning, outreach, event coordination, and internal communications. Over time, subcommittees can be added to focus on specific areas such as community service, advocacy, or professional development. It’s important to recognize the extra labor that ERG leaders are taking on, often in addition to their regular job responsibilities. Providing recognition, support, and even dedicated time for ERG work can go a long way in sustaining motivation and preventing burnout.

Next, you’ll want to formalize the ERG by developing a charter or terms of reference. This document should outline the ERG’s mission, goals, leadership structure, membership guidelines, and meeting cadence. It can also describe how decisions are made, how roles are rotated or filled, and how the ERG will evaluate its impact. The charter serves as both a guiding document for current members and a useful onboarding tool for future leaders. Having a written charter creates transparency, continuity, and a shared understanding of the ERG’s purpose and operations. It also ensures the group is aligned with broader organizational policies and DEI objectives.

With your leadership and structure in place, it’s time to set goals. Without clear goals, it’s easy for ERGs to lose focus or feel stagnant. Setting SMART goals—those that are Specific, Measurable, Achievable, Relevant, and Time-bound—can help guide planning and provide a way to measure success. For example, a Women’s ERG might set a goal of organizing three career development workshops by the end of the year, or a Veterans ERG might aim to host a monthly coffee chat to build community among military-connected employees. These goals don’t have to be complex, but they should be meaningful, achievable, and aligned with the group’s mission. They should also be revisited periodically and adjusted as needed.

It’s also critical to collaborate with internal departments like Human Resources, the DEI team, and Communications. HR can support policies around ERG participation, such as providing protected time for meetings or ensuring ERG leadership is recognized in performance evaluations. The DEI team can offer strategic alignment, access to resources, and support in measuring impact. The Communications team can help amplify ERG events and initiatives, share stories of impact, and make sure the ERG’s work is visible across the organization. Building strong relationships with these departments can dramatically increase the ERG’s capacity and influence.

Once the foundation is set, it’s time to officially launch your ERG. The launch event is an opportunity to build momentum, create visibility, and invite participation. Plan a kickoff that feels celebratory and informative. Introduce the ERG’s mission, showcase its leadership team, and share the calendar of upcoming events. Include remarks from the executive sponsor or senior leadership to demonstrate organizational support. Use a mix of communication channels—email, intranet, digital screens, Slack, all-staff meetings—to spread the word. If possible, align the launch with a relevant awareness month or cultural observance, which can amplify engagement and relevance. For example, launching a Latinx ERG during Hispanic Heritage Month can help contextualize the ERG within broader cultural celebrations.

After the launch, regular and consistent communication is key to keeping members engaged and informed. Consider setting up a monthly newsletter, a dedicated Slack channel, or an intranet page where members can find information about upcoming events, volunteer opportunities, and highlights from recent activities. Use storytelling to humanize the work—sharing member spotlights, testimonials, or impact stories can help bring the ERG’s mission to life and foster a sense of connection. Clear, inclusive, and proactive communication helps ensure the ERG remains active, visible, and inviting.

As the ERG becomes more established, make sure to incorporate evaluation into your practice. Regular assessment helps the group understand what’s working, where improvements are needed, and how to celebrate successes. Conduct periodic member surveys to gather feedback on programming, engagement, and sense of impact. Track participation data and revisit your SMART goals to assess progress. Capture stories or case studies that demonstrate how the ERG has made a difference in someone’s experience at work. These evaluations are not only helpful for internal reflection, but also serve as useful reporting tools when advocating for continued resources or recognition.

Finally, plan for sustainability and growth. Many ERGs struggle with long-term sustainability due to burnout, leadership transitions, or loss of momentum. To keep the ERG thriving, create a leadership succession plan, offer professional development for ERG leaders, and recognize their contributions formally. Encourage leadership rotation to bring in fresh perspectives and avoid over-reliance on the same individuals. Advocate for a modest budget to support programming, event materials, or guest speakers. Where possible, integrate ERG work into organizational strategy by connecting it to recruitment, retention, talent development, or community engagement goals. ERGs should not exist in a silo—they should be part of the organization’s ecosystem of learning, leadership, and accountability.

Launching an ERG is more than just forming a group—it’s an act of care, courage, and collaboration. ERGs have the power to build bridges, surface critical conversations, and foster cultures where every employee feels seen, supported, and empowered to thrive. While the process takes time, energy, and advocacy, the payoff is immense—for individuals, teams, and the organization as a whole. Whether you’re an employee seeking connection or a leader ready to support systemic change, your commitment to building an ERG can shape a more inclusive, vibrant, and resilient workplace.