Employee Resource Groups for Workplace Improvement
Posted: Tue Dec 10, 2024 7:21 am
What does LGBTQ2+ stand for? Should I include my pronouns in my email signature? Can I use the word “Black”? How does a blind or visually impaired person do their job? Am I even allowed to talk about these topics?
These are the kinds of questions that businesses are increasingly being asked. At BDC, we’ve found our own way to answer them with Employee Resource Groups , or ERGs.
ERGs are comprised of volunteer staff members from across the organization who drive inclusive change and provide insight into the needs of diverse staff and customers. Members of these groups support local communities and help their colleagues feel valued because of their differences, not in spite of them.
We have six GREs at BDC. Each focuses on an aspect of diversity:
women
indigenous peoples
visible minorities
disabled people
members of the LGBTQ2+ community
military personnel, including reservists or veterans
Each group has 10 to 30 members. These people are passionate about enriching their community and want to come together to share ideas and make changes.
Promoting transformation
BDC aims to help Canadian entrepreneurs. But do these people see themselves in our organization? What about our employees?
The groups have been around for about a decade, but we quickly realized they had a lot of untapped potential to make positive changes; they were a great opportunity to share their experiences and perspectives on diversity, equity and inclusion within the company, and to provide feedback on how to communicate with our diverse customer base.
For example, during Black History Month, four Black employees from the Visible Minority ERG posted internally about their experiences and perspectives on the meaning of the month. These car owner database experiences immediately resonated across the country: one post garnered over 1,000 views and 60 comments . That’s really impressive for a company of about 2,500 employees . It was so powerful that we started encouraging all ERGs to share their experiences.
I believe storytelling is a powerful tool to raise awareness.
Steve Yan
Director, Diversity, Equity and Inclusion
Stories can change a business
For National Indigenous History Month in June, a member of the Indigenous ERG decided to publish a daily internal blog post on Indigenous customs and terminology, including dispelling some common misconceptions. Staff loved it. She also shared her personal story in a video and blog to highlight the steps the Bank is taking to support Indigenous entrepreneurs.
This initiative sparked a conversation. People wanted to know more. So we listened and discovered programs on Indigenous history and culture and truth and reconciliation offered by First Nations University. Today, this training, called “The 4 Seasons of Reconciliation,” is mandatory learning for all staff and an engaging way for them to learn more about Indigenous issues.
Making BDC a better bank
So what does it take to have a successful ERG program? I think it’s about making sure that ERGs have a purpose beyond just getting together— that is, making sure they’re not just a social club, but that they’re actually being heard.
The visibility of groups at BDC has grown exponentially over the years. Previously, they had a limited platform or opportunity to speak to the entire company. Now they have that ability.
Sign language interpretation is a great example of how ERGs make a difference for everyone. A deaf employee in the disability-focused ERG contacted me because she was having difficulty accessing an interpreter. We were able to improve company policy by implementing sign language interpretation as a resource for the organization.
This means that staff and customers now have access to an interpreter at all times. This service did not exist two years ago. Today, it is common practice.
I’m a people person, so maybe that’s why storytelling is so important to me. However, I also believe it’s essential to be vocal about how we believe in our own employees. By giving our people the opportunity to tell their stories through ERGs, we’re helping to build a stronger, more resilient, and more inclusive organization overall. I hope we continue to move in this direction and that our own experience can help other companies make similar changes as well.
These are the kinds of questions that businesses are increasingly being asked. At BDC, we’ve found our own way to answer them with Employee Resource Groups , or ERGs.
ERGs are comprised of volunteer staff members from across the organization who drive inclusive change and provide insight into the needs of diverse staff and customers. Members of these groups support local communities and help their colleagues feel valued because of their differences, not in spite of them.
We have six GREs at BDC. Each focuses on an aspect of diversity:
women
indigenous peoples
visible minorities
disabled people
members of the LGBTQ2+ community
military personnel, including reservists or veterans
Each group has 10 to 30 members. These people are passionate about enriching their community and want to come together to share ideas and make changes.
Promoting transformation
BDC aims to help Canadian entrepreneurs. But do these people see themselves in our organization? What about our employees?
The groups have been around for about a decade, but we quickly realized they had a lot of untapped potential to make positive changes; they were a great opportunity to share their experiences and perspectives on diversity, equity and inclusion within the company, and to provide feedback on how to communicate with our diverse customer base.
For example, during Black History Month, four Black employees from the Visible Minority ERG posted internally about their experiences and perspectives on the meaning of the month. These car owner database experiences immediately resonated across the country: one post garnered over 1,000 views and 60 comments . That’s really impressive for a company of about 2,500 employees . It was so powerful that we started encouraging all ERGs to share their experiences.
I believe storytelling is a powerful tool to raise awareness.
Steve Yan
Director, Diversity, Equity and Inclusion
Stories can change a business
For National Indigenous History Month in June, a member of the Indigenous ERG decided to publish a daily internal blog post on Indigenous customs and terminology, including dispelling some common misconceptions. Staff loved it. She also shared her personal story in a video and blog to highlight the steps the Bank is taking to support Indigenous entrepreneurs.
This initiative sparked a conversation. People wanted to know more. So we listened and discovered programs on Indigenous history and culture and truth and reconciliation offered by First Nations University. Today, this training, called “The 4 Seasons of Reconciliation,” is mandatory learning for all staff and an engaging way for them to learn more about Indigenous issues.
Making BDC a better bank
So what does it take to have a successful ERG program? I think it’s about making sure that ERGs have a purpose beyond just getting together— that is, making sure they’re not just a social club, but that they’re actually being heard.
The visibility of groups at BDC has grown exponentially over the years. Previously, they had a limited platform or opportunity to speak to the entire company. Now they have that ability.
Sign language interpretation is a great example of how ERGs make a difference for everyone. A deaf employee in the disability-focused ERG contacted me because she was having difficulty accessing an interpreter. We were able to improve company policy by implementing sign language interpretation as a resource for the organization.
This means that staff and customers now have access to an interpreter at all times. This service did not exist two years ago. Today, it is common practice.
I’m a people person, so maybe that’s why storytelling is so important to me. However, I also believe it’s essential to be vocal about how we believe in our own employees. By giving our people the opportunity to tell their stories through ERGs, we’re helping to build a stronger, more resilient, and more inclusive organization overall. I hope we continue to move in this direction and that our own experience can help other companies make similar changes as well.