A Men’s Employee Resource Group – Really? Why? Four Reasons

Men are a vital part of the diversity mix and need networking opportunities too.

Employee Resource Groups (ERGs), often call Business Resource Groups, are employee led groups supported by company leadership around groups with common identities. The most popular groups are women, race and culture-based groups, LGBTQA, Veterans and People with Disabilities. Over the past few years ERG efforts have expanded into groups like Mental Health and Wellness, Parents / Caregivers, Environment Awareness and more.

ERGs ideally serve both the needs of employees and the organization around DEIB (diversity, equity, inclusion, belonging) initiatives and organize activities around leadership development, recruiting, community outreach, workplace culture and more.

Now more organizations, including one of my best clients which I have helped launch ERGs and training their leaders, have started Men’s ERGs. And this has raised some questions like:
• Why do we need a men’s ERG? They are not an under-represented minority within our organization.
• Men hold most of the power and privilege in our organization, so why would they need a group?

Yes, there are valid questions. And here are four valid reasons for the legitimacy of and the need for Men’s ERGs:

1. Men are indeed a crucial part of the diversity fabric. DEIB is about all of us working together to leverage our unique differences for good, not setting up a “We vs. Them” culture. We should never frame the discussion as one of the “diverse and the un-diverse.” Everyone is part of diversity. This also now provides availability of all employees to join an ERG that aligns with their identity in addition to joining as allies.

Men are now taking more responsibilities at home and with children.

2. Men are now facing many of the same challenges that women have always faced in the workplace, especially as men in today’s culture are taking more responsibility for managing the home and raising the children. Men also may need to discuss challenges like managers who are OK with women on the team needing to leave early to pick up a sick kid from school, but look unfavorably upon their male employees who need to do the same.

3. Men can have in depth discussions on how they can work together to promote DEIB instead of being labeled as “the diversity problem.” They can team with the women’s ERG to discuss how men can better support and mentor women in the workplace and better understand challenges and issues women, racial minorities, LGBTQ+ and people with disabilities face.

4. Finally, there are some industries and organizations where men are indeed an under-represented minority.

It is great that ERGs are continuing to grow and expand into more areas so that everyone can participate in advancing DEIB in the increasingly diverse interconnected global economy.

A New Initiative: The National Diversity Council’s ERG Academy!

Employee Resource Groups continue to be a major initiative to productively engage a diverse workforce.

Employee Resource Groups, Business Resource Groups, Employee Affinity Networks … whatever you want to call them, ERGs (for short) continue to grow as one of the main vehicles for companies to engage and empower diverse employees to contribute their best to the organization. ERGs help employees feel a sense of belonging, help recruit the very best diverse set of employees, help engage diverse customers, and assist with corporate – community engagement. As large companies continue to grow and enhance their ERGs, smaller and medium size companies are now launching them.

And now for my big announcement! I have been commissioned by the National Diversity Council to design and co-facilitate their brand new 1 and ½ days ERG Academy! And we intend to offer the best academy on this subject in the industry with a focus on practical information and building an ERG action plan.

For the past two years, I have enjoyed being on the faculty of the National Diversity Council’s DiversityFIRST week-long Certification Program taught at various locations around the US. This program prepares professionals to create and implement highly successful diversity and inclusion strategies. I will continue to teach the modules on best practices in diversity recruiting, employee resource groups, diversity councils and diversity training. And I am now thrilled to take the lead on this new NDC initiative.

The NDC will be launching this new one and a half day ERG (Employee Resource Group) Academy in Dallas, Texas. And I am thrilled to be the lead developer and co-facilitator of this new offering! Our inaugural academy will be in Dallas, Texas April 8-9th, just prior to the NDC’s annual Leadership and Diversity Conference.

The overall construct of this new NDC ERG Academy

The mission of the DiversityFIRST™ ERG Academy is to be a resource to both individuals and organizations seeking to start, grow or fully utilize their employee resource groups. The academy blends theory and practice over a one-and-a-half-day interactive curriculum, with the development of an action plan to effectively lead ERGs for the greatest business impact and sustainability.

The intended audience includes ERG leaders and members, HR leaders with responsibility for overseeing ERGs, HR advisors and executive sponsors supporting ERGs, and internal or external consultants working with ERGs

To read more about the objectives, the curriculum and enrollment information, please check out the NDC ERG Academy web page. And always feel free to email or call me with any questions.