Abstract

In an effort to increase the diversity of the employee population and to facilitate a more inclusive culture, organizations have increasingly foregrounded Diversity, Equity, and Inclusion (DEI) strategies. A review of Fortune 100 websites illustrates the variety of approaches adopted by these organizations and this includes the development and support of employee resource groups (ERGs). Early iterations of ERGs were created at a grassroots level and were informal in nature. These groups have gained visibility and have been formally integrated into organizational approaches to DEI. Attached to formal recognition and support is the expectation that ERGs will produce measurable outcomes. This raises questions about the appropriateness of formal expectations for employees who are engaged with ERGs in a volunteer capacity and whose professional experience is outside the realm of DEI or human resources. This chapter provides an overview of the development of ERGs and explores the questions related to formalizing ERG expectations.