An employee resource group for women is one of the most common ERGs companies create.
But why?
And how should you go about setting up—and supporting—yours? If you’re considering starting an employee resource group for women in your organization, you’ve come to the right place.
Why you need an employee resource group for women
The potential benefits of an employee resource group for women aren’t just about attracting more female candidates to work for your organization. It can also increase the number of female leaders in your business, which helps you innovate—and therefore make more money.
Women’s experiences at work are different from men’s, from navigating women’s health to gender discrimination. Providing support through initiatives like ERGs and mentoring helps female employees navigate these common challenges.
It can also offer you key insights into how your female employees feel.
For example, King Games, the company behind the Candy Crush Saga games, conducted a survey and found that non-male employees often lacked confidence to grow their careers and felt out of place.
Supporting these employees resulted in a 6% increase in female hires in a year.
How to start and support your employee resource group for women
Now that we’ve discussed why an employee resource group for women is important, let’s look at the key elements you need to set up and manage yours:
Find the right leaders
The right leader for any ERG is important. You want your women’s group leaders to be able to connect with other female employees and explain the benefits of joining.
You need someone who can create a respectful, safe space where women can talk about the problems that they face.
For example, they may wish to discuss women’s health, menopause, or pregnancy. They should be able to do this openly and honestly, without judgement.
A leader who can establish rules and norms will play an essential role in the tone of your employee resource group for women.
Compensate them accordingly
Make sure you thank group leaders for their additional time and energy in some way.
Running a community is no easy task. It requires a certain type of person, and you need to keep them motivated to run their group. Offering them incentives will keep them active and engaged in all aspects of their job.
This could be by augmenting their pay, adjusting their workloads to ensure they have the bandwidth to manage an ERG (without burning out), connecting them to development opportunities, or other ways to recognize their achievements.
Establish the basics
Make it clear where your employee resource group for women stands on including trans women, non-binary people, male allies, etc.
What you decide will affect who joins, the activities you do, and how people—internally and externally—perceive your business.
Identify your executive sponsor
Executive sponsors validate your employee resource group for women. They can also help mentor group leaders by teaching them the tenets of leadership if they don’t know them already.
On top of that, they can help with getting buy-in from senior executives, for example to get ERGs involved in business innovation and keep you ahead of your competition.
Let’s not forget that businesses that are more diverse and have more female leaders are more innovative, more eco-friendly, and make more money.
Generate interest
There’s no point in creating an employee resource group for women if no one wants to join.
Make sure there’s enough interest from employees to join your ERG and make it worthwhile, especially for those team members taking time from their days to run it.
Share the knowledge
Put everything leaders, sponsors, and members need to know about your employee resource group for women in one place. That way, if anyone needs to find past or present information, they know exactly where to look. It becomes a faster process for everyone.
Activity ideas for your employee resource group for women
When organizing events, keep in mind that different times will work for different people. Don’t always organize something in the evening, for example; consider lunchtimes or mornings, too.
Also, don’t orient everything around drinking. You don’t know who does or doesn’t drink, or for what reason. You don’t want to pave the way for awkward conversations about why someone doesn’t.
When I didn’t drink, I got asked why I had soda every time I went out. It got repetitive and frankly didn’t make me feel welcome; it made me feel judged. I have several teetotal friends who still experience this.
Also consider ways to engage your remote team members just as much as your office-based employees.
When remote employees are left out, it’s often because companies don’t consider creative ways to support them and try to fit old models into new ways of working.
Volunteering
The most powerful way to support a community is often not with money, but with time.
Listening to people; helping them do something they couldn’t do on their own; keeping them company so that they don’t feel alone. It doesn’t cost anything but time, but it can make a huge difference to someone’s day.
You could arrange for members of your employee resource group for women to volunteer at a women’s shelter. Or if your team is remote, either enable them to organize their own volunteering opportunities or work with an organization that can help you find opportunities in your team members’ locations.
Book club
When people love a book just like you did, it can form the basis for a strong friendship.
I’ve had many friendships start from a mutual love of a book or TV show. It shows that you’re interested in similar things and share similar values.
The type of books your employee resource group for women recommends also help set the tone. Will they be focused on professional growth, popular reads, or spreading the word about lesser-known titles? Different types of people read different things and will be attracted to different types of book clubs.
Lunch and learns
Empowering members of your employee resource group for women with the chance to learn about new skills and topics is important. It can boost both engagement and productivity, while expanding your team’s abilities. Plus, scheduling things during their lunch hour means it won’t conflict with any personal commitments outside of work.
Everyone needs to eat lunch, so why not have it do double-duty? Members can catch up with each other, get some solid nutrition to power them through their afternoons, and learn something new to help them either in or outside of work (or both).
Topics could include new skills relevant to your industry, time management, wellness and mental health; the options are endless!
Mentoring
Mentoring for women in the workplace can lead to huge opportunities for growth and development, helping them navigate the challenges that being female in the workplace creates.
An employee resource group for women is the perfect place for team members to find mentors, as it will naturally attract people at different stages of their careers.
Conclusion
Having an employee resource group for women shows that you understand the unique challenges women in the workplace face and want to help them navigate that terrain.
It comes with benefits beyond just socialization and belonging; it helps you grow your business, too.
Make groups smarter with Workrowd
It’s not easy to set up or run employee resource groups. Not if you want to do it right.
Workrowd can help you get more from your employee groups through tools to collect feedback, share initiatives, connect employees, and more. Get in touch today to find out how we can team up to better support your employee resource group for women, along with your entire team.