As a part of their diversity and inclusion initiatives, many companies have, or are working on establishing employee resource groups in support of under-represented and marginalized communities within their organizations. Some of the objectives and benefits of creating an ERG is to attract and retain a diverse talent pool, support mentorship and succession planning initiatives, leadership training and development, to tackle bias, assure pay equity, and, at a macro level, position a company as an employer of choice in their respective industry. Many ERGs have been successful while others have fallen short on delivering the desired impact and ROI. During this panel discussion, attendees heard from experts on how to establish a successful and sustainable ERG, how to build short term and long term budgets with an associated ROI, how to gain executive-level buy-in and sponsorship and how to design an over-arching global organization while addressing regional differences. Attendees walked away inspired with a list of actionable items that can be immediately deployed to design, support and expand internal ERG initiatives.
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