Employee resource groups (ERGs) and business resource groups (BRGs) are gaining in popularity in corporate America as companies seek ways to build, sustain and grow a more diverse, equitable and inclusive workforce. ERGs and BRGs can be valuable assets in improving diversity, equity and inclusion (DEI) hiring outcomes.
Based on my experience working with several ERGs and BRGs over the years, I have compiled five ways companies can better engage these groups to achieve their DEI goals. I have added a relevant case study to each recommendation in order to further substantiate my observations and provide a practical approach to understanding and executing feasible solutions.
