Employee resource groups (ERGs) can play a vital role in building community, fostering inclusion, and supporting professional growth across organizations. For our Ask an Employer series, we asked a few leaders to share the standout programs, practices, or events that have helped make their ERGs successful—and the impact they’re seeing as a result.
What is one program, policy, practice, or event that has made your employee resource group(s) successful?
“One key factor in the success of our Unity Groups at Bandwidth is the empowerment of our Bandmates (employees), who drive the initiatives. By allowing them to bring their passion and unique perspectives to the forefront, we create an environment where Bandmates are able to unite, educate, and share. This grassroots approach fosters a strong sense of belonging, enabling our groups to thrive and ensure Bandmates know their music matters!” —Jack Butler, People Services Manager I, Bandwidth
“Northrop Grumman’s 14 employee resource groups (ERGs) include more than 32,000 enthusiastic and engaged employees. ERG membership, events, and activities are open to all employees. Helping employees feel included and a connection to the mission are important drivers of belonging at Northrop Grumman. This also aligns to our foundational values and leadership behaviors that define who we are and how we operate. Our ERGs focus on the pillars of professional development, wellbeing, and volunteerism to create a positive impact and support for our employees and the communities we live and work.” —Tiffany Ridley, ERG Manager, Global Corporate Responsibility, Northrop Grumman Corporation
“It's tempting to want to speak to our huge Society of Women Engineers (SWE) initiative where we brought numerous women and leaders in the organization together to professionally develop. What truly made this possible, though, was the goals and practices already in place at our organization. Leaning into diversity and inclusion goals and finding key connection points where the ERG and the business can partner together was the best way we have found success. It's key to understand an organization's DEI goals and their impact to the organization!” —Becca Alexander, Human Resources Program Manager Protection, Controls, & Solutions (PCS), Eaton Corporation
“For me, what makes WAVE and SWE so successful is the one-team approach. Titles or functions don't matter here; we transcend them to form connections across the company, whether globally or locally, as we all are driving toward a common goal-creating a sense of belonging and connection among women and allies. My engagement with SWE and WAVE has enabled the ability to create mentorships, friendships, and professional relationships. It's this inclusive environment that makes me love working at Eaton—it's all about the people.” —Allison Lopes, Division Channel Manager - Industrial Controls, Eaton Corporation