Insights / Employee Resource Group Guide
For ERG leads, sponsors and HR
Employee resource groups: a practical guide to starting and sustaining them
Leading an ERG means leading without formal authority: building agreement, protecting people’s time and getting support from leaders you don’t manage. This guide brings together what helps, in the order you’re likely to need it.
Start where you are
Begin with the foundations, just below
I've been asked to sponsor an ERG →
How to sponsor an ERG
Why volunteers stop helping, and what keeps them engaged
I'm in HR, DEI or leadership →
What each role can do to support an ERG
Part 1
Start with clear foundations
Leading an ERG means leading without formal authority: building agreement, protecting people’s time and getting support from leaders you don’t manage. This guide brings together what helps,
How to write an ERG strategy, with clear goals
Connect purpose, priorities, activities, responsibilities and measures, and keep scope under control.
Part 2
Get the support you need
How to sponsor an ERG
For ERG leads choosing or working with a sponsor, and for leaders who’ve been asked to be one.
How HR, DEI teams and senior leaders can support ERGs
What each role can do: protected time, recognition, budget, onboarding and speaking up when members aren’t in the room.
Part 3
Build sustainable participation
How to find members for your ERG
Reach colleagues across sites, shifts and working patterns, offer different ways to take part, and decide how allies join in.
Why ERG volunteers stop helping, and how to keep them engaged
Why participation drops off, and the workload, time and organisational support that keep it going.
Part 4
See what collaboration can achieve
Case study
Amazon UK’s Black Employee Network and Alexa
Why participation drops off, and the workload, time and organisational support that keep it going.
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