Human Resources

Strengthening Connections at Work

6.23.21

When employees feel socially connected and supported at work, it can have a positive impact on their overall well-being – not to mention your organization’s productivity, retention and bottom line. Employee resource groups (ERGs) are a simple, cost-effective way to help. And we’ve got the information you need to get started. It’s all part of Cigna’s Health Accelerated: Life Connected SM approach. It addresses the five dimensions of your employees’ well-being: Physical, emotional, environmental, financial and social.

What are ERGs?

ERGs are employee-led, voluntary groups that provide an approachable forum for employees to gather and share ideas with colleagues who share similar interests, beliefs, challenges or goals, such as:
– LGBTQ+
– Military/veterans
– Multicultural
– Multigenerational
– People with disabilities
– Women

ERGs aim to drive active participation by offering ongoing virtual and/or in-person activities, focused on:
– Career development
– Community engagement
– Cultural awareness and education
– Mentoring
– Networking, and more

Purpose and goals of ERGs

ERGs are designed to foster a sense of community and belonging, while empowering development – for employees and your organization.

ERGs can help employees:
– Break down barriers and reach their full potential
– Share and gather ideas they can apply within their own career or personal life
– Grow in their mindset by connecting to others outside of their day-to-day work circle
– Positively influence business strategy

They can also help your organization:
– Maintain a diverse and inclusive workplace
– Foster a culture in which different perspectives, ideas and styles are encouraged
– Create an environment in which all employees feel valued and respected

 

Tips for implementing ERGs

If you’re considering implementing an ERG in your organization, here are some simple tips to get you started.
– Secure senior leadership support
– Schedule a brainstorming session with a small group of individuals from across the company
– Build overall launch plan, timeline and budget
– Identify one to two ERGs that will align with your business, and your diversity and inclusion strategies
– Identify individuals who can take on the responsibilities of an ERG leader, including:
– Coach and guide the leadership team
– Facilitate and implement the diversity and inclusion strategy for the ERG
– Facilitate and coordinate meetings
– Plan, execute and promote ERG events and programs
– Assess impact of ERG and events
– Draft purpose and promise statements for the ERGs