Guide to Employer Resource Groups

Curious About Employee Resource Groups?

Last month, Australian Network on Disability (AND) held two sessions on Employee Resource Groups (ERGs), also known as Disability Employee Networks (DEN)s.

Hosted by global disability networking and professional development hub – PurpleSpace, the sessions provided practical tips on:

  • Setting up an Employee Resource Group
  • Implementing a high performing Employee Resource Group.

What is an ERG?

An ERG is a forum where people with disability, carers, allies and friends connect to drive organisational change.

Emily Matthews, Member Experience Manager at AND, says:

“Forums like ERGs are integral. Everyone who is interested in accessibility and inclusion has the opportunity to connect and make positive, tangible changes for people with disability in the workplace.”

What is the purpose of an ERG?

  • An ERG drives organisational change through consultation, activity and conversation.
  • ERGs create inclusive and accessible workplaces by hosting events, developing policies and procedures.

Why do ERGs form?

ERG’s can form for many different reasons. ERGs may form:

  • To come together to support employees with disability and for those who care for people with disability. to raise ideas and discuss key workplace issues – including workplace adjustments (eg flexible work).
  • To consult across business; monitoring accessibility and inclusion of systems, policies and procedures.
  • To improve policies and procedures to provide a disability-focused forum, particularly at times when an organisation is undertaking substantial change, eg change of premises.

Currently 86 of AND’s members have an ERG – but that number continues to grow as employees see the value of connecting with other like-minded staff, especially as COVID has impacted the way work.

AND’s Tips on Starting an ERG

Getting started:

  • Develop a clear sense of purpose for the group that drives change
  • Establish Terms of Reference so everyone understands the processes
  • Have a clear structure – assign a Chairperson, secretary and, if needed, a treasurer.

AND suggests including the following:

  • A Senior Executive Disability Champion
  • Disability Employee Network leader
  • Diversity and Inclusion (D&I) practitioner.

We encourage bringing the ERG and the D&I lead together to set the agenda for each ERG meeting.

What Can an ERG achieve?

  • Educate the broader organisation and raise awareness of inclusion and accessibility across the organisation.
  • Establish disability inclusion action plans for the organisation, supporting all employees with disability to work equitably.
  • Influence change – through activities or guiding decisions so inclusion and accessibility is considered.

Want to start an ERG with our support?

AND facilitates ERG formation workshops.

“We can help you talk through what your ERG can do, support you in identifying what you want to achieve in your network and also help you create the terms of reference,” Emily Matthews.

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