{"id":9124,"date":"2023-10-13T10:42:00","date_gmt":"2023-10-13T10:42:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=9124"},"modified":"2026-03-20T10:41:28","modified_gmt":"2026-03-20T10:41:28","slug":"creating-great-employee-network-groups","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/dei\/creating-great-employee-network-groups\/","title":{"rendered":"Employee network groups: What makes a great employee network?"},"content":{"rendered":"\n
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by Gareth Buchanan<\/strong><\/p>\n\n\n\n

Employee networks, also known as employee-led diversity networks, employee resource groups (ERGs) and employee affinity groups, play a pivotal and increasingly prominent role in fostering diversity, equity and inclusion (DEI)<\/a> in the most diverse organisations. Inclusion consultant Gareth Buchanan explores the ingredients for making a really great one.<\/p>\n\n\n\n

Employee networks are voluntary groups that enable employees from similar backgrounds, often with common heritage, identities and experiences, to connect and support each other. Typically, networks form with the purpose of raising awareness of marginalised employees’ experiences and perspectives, breaking down barriers to progression and improving employment experiences<\/a>.<\/p>\n\n\n\n

The most effective employee networks help to set and achieve organisational DEI strategy and goals. They typically focus on the attraction and retention of diverse talent, and increasing representation of diverse talent at all levels of the organisation. By helping business leaders<\/a> to better understand the challenges that particular groups experience, they play a valuable role for their members and the organisations these individuals work for.<\/p>\n\n\n\n

However, when there is a gap between employee network strategy and organisational strategy, effectiveness can be limited. Similarly, organisations that have numerous employee networks working in different ways, with different agendas, can struggle to support and enable them fully.<\/p>\n\n\n\n

The challenge for business leaders is therefore to work with networks to develop collaborative DEI strategies, and to support them to deliver outcomes that drive meaningful change while enabling them to self-govern.<\/p>\n\n\n\n

What’s in a name?<\/h2>\n\n\n\n

In the United Kingdom, the terms “employee network” or “employee-led network” are more commonly used. In the United States, “employee resource group” is more common. The term “employee-led network” emphasises their bringing together of people with a common purpose, fostering change and improving opportunities for their members.<\/p>\n\n\n\n

Organisations should choose a title that encourages a mindset that values their reason for existing and their contribution in driving DEI. Ensuring that these networks are recognised as agents of positive change, rather than mere resources to be utilised, is vital in demonstrating the value they add, and in improving understanding of their role.<\/p>\n\n\n\n

The benefits of a great employee network<\/h2>\n\n\n\n

The most effective employee networks:<\/p>\n\n\n\n