Establishing and maintaining Employee Resource Groups (ERGs) dedicated to diversity and inclusion (D&I) is a proactive step toward creating a more equitable and inclusive workplace. These groups foster a sense of belonging and empower employees to drive meaningful change.
To set up ERGs in your company, follow this step-by-step guide with examples:
Example:
Purpose: Establish an ERG for women in resources to promote gender diversity and inclusion.
Mission: Create a supportive network for women in the resources sector, offer mentorship programs, and advocate for gender equality in the industry.
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Purpose: Establish an ERG for Aboriginal and Torres Strait Islander employees to improve representation and cultural inclusivity in the resources workforce and give feedback on strategies that could help Aboriginal and Torres Strait Islander employees.
Mission: Collaborate with Aboriginal and Torres Strait Islander communities, create pathways for Aboriginal and Torres Strait Islander peoples in the resources sector, and foster a culturally respectful workplace.
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Gain endorsement from the organisation’s CEO and executive leadership.
Executive sponsors: Appoint a senior executive as a sponsor who actively supports the ERG’s initiatives and advocates for its importance.
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Gain endorsement from the CEO and executive leadership for the Aboriginal and Torres Strait Islander employees ERG.
Executive sponsors: Appoint a senior executive with a strong connection to Aboriginal and Torres Strait Islander communities as a sponsor to champion the ERG’s initiatives.
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Develop a charter that outlines the ERG’s mission, goals, and rules of engagement.
Membership criteria: Allow any employee, regardless of gender, to join the Women in Resources Sector ERG as an ally.
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Develop a charter outlining the Aboriginal and Torres Strait Islander ERG’s mission, goals, and principles.
Membership criteria: Open membership to both Aboriginal and Torres Strait Islander and non-Aboriginal and Torres Strait Islander employees who support the ERG’s mission of inclusion in the resources sector.
Example:
Promote the ERG through internal newsletters, posters, and intranet announcements.
Organise a virtual kick-off event featuring successful women leaders in the resources sector to attract members.
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Promote the Aboriginal and Torres Strait Islander ERG through Aboriginal and Torres Strait Islander hiring events and outreach programs.
Organise an Aboriginal and Torres Strait Islander cultural awareness session as an ERG launch event to attract members.
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Allocate a budget to support ERG activities, including guest speaker events and workshops.
Offer leadership training programs specifically designed for women in the resources sector.
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Allocate a budget to support Aboriginal and Torres Strait Islander ERG initiatives, including Aboriginal and Torres Strait Islander cultural workshops and community engagement events.
Offer leadership development programs tailored to emerging Aboriginal and Torres Strait Islander leaders in the resources sector.
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Encourage collaboration between ERGs, such as partnering with the Indigenous Employee Resource Group to address diversity issues that affect us both.
Share successful D&I initiatives among ERGs to encourage cross-pollination of ideas.
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Collaborate with the Women in the Resources Sector ERG to address gender and Aboriginal and Torres Strait Islander inclusion simultaneously, recognising experiences that we have in common.
Share successful Aboriginal and Torres Strait Islander engagement practices with other ERGs to encourage knowledge exchange.
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Goal: Increase the representation of women in leadership positions by 20% within three years.
Metrics: Track the percentage of women in leadership roles and conduct annual surveys to measure employee satisfaction with D&I efforts.
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Goal: Increase Aboriginal and Torres Strait Islander representation in resources leadership roles by 15% within three years.
Metrics: Track the percentage of Aboriginal and Torres Strait Islander employees in leadership positions and measure employee satisfaction through regular surveys.
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Organise workshops on gender bias awareness and mentoring circles for women in the resources sector.
Host events to celebrate days such as International Women in Resources Day, promoting awareness and recognition.
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Organise Aboriginal and Torres Strait Islander cultural exchange events within the organisation or local communities to build cultural awareness and understanding.
Celebrate important national days/events with educational workshops and Aboriginal and Torres Strait Islander art exhibitions.
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Offer leadership development programs exclusively for women in the resources sector, including leadership training and executive coaching.
Prepare ERG members to take on leadership roles within the organisation.
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Offer Aboriginal and Torres Strait Islander leadership development programs, including mentorship by experienced Aboriginal and Torres Strait Islander leaders in the resources sector.
Equip ERG members with leadership skills to advocate for the inclusion of Aboriginal and Torres Strait Islander peoples at various organisational levels.
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Ensure that ERG activities are open to all employees and that men are encouraged to take part as allies.
Address intersectionality by recognising the unique challenges faced by women from diverse backgrounds, such as Aboriginal and Torres Strait Islander women in the resources sector.
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Ensure that ERG events and activities are inclusive and respectful of Aboriginal and Torres Strait Islander culture and protocols.
Collaborate with other ERGs to address the unique challenges faced by Aboriginal and Torres Strait Islander women in the resources sector, emphasising intersectional support.
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Conduct annual surveys to gather feedback from ERG members on the group’s effectiveness and its impact on their careers.
Track the number of promotions and leadership positions held by women in the resources sector over time.
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Conduct annual surveys to collect feedback from Aboriginal and Torres Strait Islander ERG members, measuring the effectiveness of Aboriginal and Torres Strait Islander inclusion initiatives.
Monitor the number of Aboriginal and Torres Strait Islander employees promoted to leadership roles and track their career progression.
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Regularly review the ERG’s charter to ensure it aligns with the changing needs of women in the resources sector.
Adapt strategies to address emerging challenges or opportunities in the industry.
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Regularly review the Aboriginal and Torres Strait Islander ERG’s charter to make sure it aligns with evolving Aboriginal and Torres Strait Islander inclusion goals and community needs.
Adapt strategies to address emerging challenges and seize new opportunities for the inclusion of Aboriginal and Torres Strait Islander peoples in the resources sector.
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Recognise and celebrate the achievements of women in resources through awards and public recognition.
Showcase success stories within the organisation to inspire other women to pursue careers in the resources sector.
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Recognise and celebrate the contributions of Aboriginal and Torres Strait Islander employees through Aboriginal and Torres Strait Islander achievement awards.
Share success stories of Aboriginal and Torres Strait Islander employees within the organisation to inspire others to pursue careers in the resources sector.