Can you tell us about some of your unique ERG programs?
At Catalent, we encourage our ERGs to partner with Talent Acquisition and Talent Development teams, at both site and global levels, to play a direct role in diversifying our workforce and encouraging personal and professional development opportunities among our employees. This can be in the form of hosting an external speaker to coach employees on topics such as leadership mindset, personal branding, and cultural agility, or via an internal discussion to ensure employees are aware of the current development offerings that our company has available. Our Global Diversity & Inclusion (D&I) Office also coordinates an annual Catalent-wide ERG Summit, where ERG leaders, sponsors, members from our D&I and Corporate Responsibility (CR) teams, and more come together to celebrate progress made in the previous year, share best practices, promote future initiatives, and communicate any challenges that our ERGs are encountering within their focus communities. This year we offered multiple sessions spanning multiple time zones, each with varied agendas, to encompass the global perspective of our ERG community. The Summit is a phenomenal way to connect employees from across the globe who may not otherwise have the opportunity to do so.
How do ERG programs inform your company culture?
Our global ERG steering committees and ERG site chapters act as liaisons between their respective focus communities and Catalent leadership, advocating as changemakers and proposing solutions to any gaps in our diversity and inclusion efforts. Many of the ERG-sponsored global and local events are centered around raising awareness of a particular challenge or hardship within a community and how we as coworkers and colleagues can become better allies based on this new knowledge. Personal storytelling plays a significant role in these events, further strengthening the connection our employees have to our D&I initiatives, our mindset as inclusive leaders, and of course, each other.
Check out the Catalent careers page here!
Can you tell us about some of your unique ERG programs?
At ChenMed, we’re proud of our unique Employee Resource Groups (ERGs) designed to foster camaraderie and inclusion across diverse life experiences. Our ERGs encompass a broad spectrum, such as Aware, which advocates for racial equality and social justice; Charisma, supporting our LGBTQ+ team members and allies; VET, uniting current and former military personnel; and WIN, inspiring and empowering ChenMed women to grow both personally and professionally. Each of these groups is led by our team members, actively contributing to our commitment to diversity, equity, and inclusion.
How do ERG programs inform your company culture?
Our ERG programs play a crucial role in shaping the inclusive culture at ChenMed. They promote a sense of belonging where everyone feels respected, accepted, and valued. Through these programs, we engage our team members in immersive learning experiences, like the “Love + Inclusion = Belonging” training, equipping them to lead with love in a diverse environment. Further, our ERGs inform our company’s commitments and partnerships, aiding us in supporting organizations focused on advancing equitable and inclusive workforces and communities.
Check out the ChenMed careers page here!
Can you tell us about some of your unique ERG programs?
BNSF Logistics offers a range of unique ERG programs catering to different employee groups. For women, we have a Women in Leadership (WIL) ERG that provides mentorship, networking opportunities, and workshops to empower women in their professional growth. Our volunteering ERG called H.O.P.E. (Helping Others with Purpose and Equity) encourages employees to engage in community service initiatives, fostering a culture of social responsibility and collective impact. The Emerging Professionals Network (EPN) ERG focuses on the development and support of early-career employees through workshops, skill-building sessions, and networking events. It serves as a platform for those that are new in their careers or new to the company to connect, learn from experienced colleagues, and enhance their career trajectory within the company. Our Veterans ERG is dedicated to supporting and honoring employees who have served in the military or who are connected to military service through their families. It offers resources, networking, and mentoring opportunities specific to veterans, creating a sense of camaraderie and understanding. These ERG programs not only provide support and growth opportunities for employees in these categories but also contribute to our overall company culture by fostering inclusivity, diversity, and a sense of belonging.
How do ERG programs inform your company culture?
ERG programs play a vital role in shaping our company culture. They provide platforms for employees to connect, share their unique perspectives, and celebrate their identities. These programs promote a culture of inclusivity, respect, and appreciation for diversity. By empowering employees through ERG initiatives, we foster a supportive environment where everyone feels valued, leading to increased engagement, productivity, and innovation throughout the organization.
Check out the BNSF Logistics careers page here!
Can you tell us about some of your unique ERG programs?
In 2022, Cross Country organized and launched our new Cross Country Employee Resource Group (ERG) programs, including Cross Country Parents & Caregivers ERG, Cross Country LGBTQIA+ & Allies ERG, and Cross Country Green ERG. Whether a new parent or an experienced caregiver, the Cross Country Parents & Caregivers ERG program aims to facilitate counseling and promote resources to enable our professionals to care for children and loved ones while balancing a successful career. Part of the mission of the Cross Country LGBTQIA+ & Allies ERG is to ensure our company remains a safe space for our diverse community of employees. The Cross Country Green ERG plays an active role in our overarching corporate sustainability efforts while also focusing on supporting the sustainability efforts of individual employees and the communities in which they live and work.
How do ERG programs inform your company culture?
Cross Country ERG programs support and enhance our culture built on diverse employees coming together, connecting, building relationships, and having their voices heard. These employee-led programs provide an inclusive environment centered on shared identities and interests to promote community, education, and advocacy throughout the company. Cross Country hosts regularly scheduled Lunch & Learn programs via Zoom featuring diversity-focused speakers who share personal stories, experiences, and professional insight with our employees. We also include opportunities for direct interaction with speakers through Q&A sessions.
Check out the Cross Country Healthcare careers page here!
Can you tell us about some of your unique ERG programs?
First Merchants currently operates 5 ERGs: Women leaders, People of Color, Emerging Professionals, LGBTQIA+, and Veterans. Future plans include an inter-faith ERG. Each group plans its own programming and contributes to leading our twice-a-month DEI calls. Our goal is to have something for everyone that can help create safe spaces where our team members feel free to be their authentic selves. We also strive to find ways for connection, interaction and networking between the groups. For example, we hold an ERG Symposium which brings all of the groups together for an opportunity to learn from each other, as well as hear from internationally recognized speakers.
How do ERG programs inform your company culture?
ERGs have helped us to reinforce a shift in our vision and team statements that aim to transform our culture. First Merchants strives to be a place where everyone is welcome to be who they are and bring their whole selves to work. Our ERGS have helped people to form strong bonds and connections across our four-state geographic footprint.
Check out the First Merchants Bank careers page here!
Can you tell us about some of your unique ERG programs?
We have 35 Employee Resource Groups (ERGs) across Elsevier, and they include:
- Disability (Elsevier Enabled)
- Gender Equality (Thrive/Elsevier Women’s Network)
- Generational (Young Elsevier)
- Sexual Orientation – LGBTQIA+ (PRIDE Elsevier)
- Race, Ethnicity and Culture
- US: African Ancestry Network and Asian Heritage Resources & Alliances
- Embrace UK/NL (Ethnic minorities)
- All-In Inclusion Groups (ex. Veterans, Families/Parents/ Multi-faith / Diversity in Tech)
Our ERGs provide a space for networking, engagement, as well as a place to learn about allyship, mentoring, and community involvement.
How do ERG programs inform your company culture?
At Elsevier, we believe that vibrant and inclusive company culture is the cornerstone of our success.
- We recognize that every individual brings a unique perspective, experience, and talent to our organization. Employee Resource Groups (ERGs) play a pivotal role in shaping and informing our company culture in several transformative ways:
- Diversity and Inclusion: ERGs serve as a catalyst for diversity and inclusion within our company.
- Empowerment: ERGs empower our employees to take the lead in shaping their own workplace experience.
- Professional Development: ERGs provide valuable opportunities for skill-building and career development.
- Mentorship and Networking: ERGs offer a unique environment for mentorship and networking, especially for our remote employees.
- Community Engagement: Many ERGs engage in community outreach and social responsibility initiatives.
- Problem-solving: Diverse perspectives often lead to more innovative solutions to business challenges. By encouraging ERGs to contribute their unique insights to problem-solving efforts, we enhance our ability to adapt and thrive in an ever-changing business landscape.
- Retention and Recruitment: ERGs play a significant role in employee retention and recruitment.
In conclusion, ERG programs at Elsevier are not just groups; they are the pulse of our company culture. They enrich our workplace, promote diversity and inclusion, empower our employees, and drive innovation. Our ERGs make us a stronger, more inclusive, and more successful organization, and we are committed to nurturing and expanding them to continue informing and enhancing our vibrant company culture.
Check out the Elsevier careers page here!
Can you tell us about some of your unique ERG programs?
RingCentral enhances our employees’ experience through our nine ERGs, all founded organically by passionate, inspired employees. To amplify each ERGs impact we have established ERG marquee month celebrations, where we organize events and activities such as external speaker sessions, volunteer opportunities, cultural celebrations and social posts to educate and engage our global employee base. Our largest and most active ERGs also sponsor mentorship and development programs to develop future leaders. For instance, our WISE (Women in SaaS Empowerment) ERG sponsors the Leadership Accelerator Program (LEAP), to help the next generation of women attain leadership roles. Our BE@R (Black Employees at RingCentral) ERG established BLiTZ (Black Ladies in Tech Zone), an affinity group dedicated to addressing the unique challenges faced by Black women in the workplace as a double minority.
How do ERG programs inform your company culture?
Our ERGs are organizations that promote and celebrate diversity and inclusion at RingCentral, but they are much more than that – they are the engines that drive the very fabric of our culture. Our ERGs build our robust culture by organizing activities that cater to our employees’ interests and passions resulting in a +20% YoY participation rate in ERG activities and an 8.4% increase in ERG membership. Our ERG engagement translates into meaningful actions and outcomes, for instance, our ERGs were instrumental in guiding updates to our diversity website, ensuring that it resonates with the ever-evolving dynamics of our workforce. Best of all, our ERGs ensure that RingCentral continues to be a great place to work.
Check out the RingCentral careers page here!
Can you tell us about some of your unique ERG programs?
UKG currently offers nine employee resource groups to connect U Krewers who share common ethnicity, culture, gender, interest, nationality, and/or sexual orientation. Employees don’t have to share identity or direct experiences to join one of these groups — in fact, we strongly encourage allies to join ERGs in support of their colleagues, as we believe that it’s beneficial to both our U Krewers and UKG to expand knowledge and understanding and to offer an alternative perspective.
We offer the following ERGs at UKG: ADAPT (Accessibility and Disability Allies Partner Together), to raise awareness of different abilities; AsPIRE (Asian and Pacific Islanders Raising Equity), a community where members feel safe, seen, heard, and part of one ohana (family); BUILD (Black U Krewers in Leadership and Development), which fosters inclusion and advancement for Black employees at all levels of the organization; CARES (Cancer Awareness, Resources, Education, and Support), a support system for those affected by various chronic health conditions, to make sure U Krewers don’t feel alone in their journey; FIRE UP (Female Inclusion, Resilience, and Excellence), which cultivates an inclusive and supportive community of change to advance equity for all women; NEST, our newest ERG, which Nurtures, Empowers, and Supports parents and caregivers through community, resources, support, and advocacy, so they can Thrive; PRIDE, driving inclusion for the LGBTQ+ community and its allies; UNIDOS (United), supporting the Hispanic/Latinx community and its allies; and VETS for military veterans, active service members, families, and friends.
As of July 2023, more than 5,700 U Krewers were enrolled in at least one ERG at UKG (37% of our total global employee population), and more than 13,800 U Krewers collectively participate in our ERGs worldwide.
How do ERG programs inform your company culture?
Establishing strong workplace relationships is a vital component of keeping and growing diverse talent at UKG. We believe ERGs are at their best when they include a diverse group of participants and perspectives. They provide professional development through mentoring, volunteerism, and community involvement. ERGs also give team members an opportunity to make a positive impact on our business, as members can provide insight and feedback during the development of programs, products, and processes.
To learn more, visit ukg.com/about-us/careers/employee-resource-groups, and read more about our ERGs and the role they play in our culture at ukg.com/articles/employee-experience/what-are-employee-resource-groups-ergs.
Check out the UKG careers page here!
Can you tell us about some of your unique ERG programs?
At Vertafore we have 5 ERGs: Women of Vertafore, Queertafore, Black@Vertafore, Vertafore Parent Network, and NEXT Early in Career. Our Employee Resource Groups (ERGs) are places to build community, give and receive support and Allyship, and learn and grow together! Our ERGs meet monthly and have many in-person and virtual events throughout the year.
How do ERG programs inform your company culture?
We believe that excellence comes from equity, diversity, and teamwork that values different perspectives and backgrounds. We seek to strengthen our global culture and impact on our employees, customers and industry – to create a place where everyone belongs. Resource groups help to foster inclusion, collaboration, team member networks, and support.
Check out the Vertafore careers page here!
Can you tell us about some of your unique ERG programs?
Bell has 16 ERGs across four sites in the United States and Canada that range from cultural and identity to interest based. Our newest ERG, Legacy, is for our experienced employees and has been partnering with a Bell retiree group to increase knowledge sharing and learn from their experience. Some of our more unique ERGs include Bell Employees for Environmental Sustainability (BEES), Health and Wellness Community (HAWC), and Families at Bell (FAB). All of our ERGs are important partners for each another, represent the intersectionality of employees and put on impactful programs together.
How do ERG programs inform your company culture?
Our ERGs are a major part in creating an inclusive culture at Bell. They host trainings focused on educating and building empathy and advocacy amongst our employees. They also share many cultural celebrations and provide a space of psychological safety for employees to be themselves at work. Each ERG also has a sponsor at the vice president or executive level that is a champion for them across the organization.
Check out the Bell careers page here!
Can you tell us about some of your unique ERG programs?
Creating an inclusive culture is a priority for Informatica, and our global Employee Inclusion Groups (EIGs) play a foundational role in that mission. Recently, IBRG (Informatica’s Black Resource Group) launched a podcast called “A Seat at the Table” where employees from across the globe share glimpses into their daily lives, celebrating what makes them unique, and helping us all recognize our similarities and differences. Another EIG, Somos Informatica or Sí, has done an amazing job of raising awareness and understanding of neurodiversity and the importance of mental health for their members and our employees. And in 2023, Our WiT (Women in Technology) and WiR (Women in Revenue) EIGs began hosting community-driven, career development events with global internal and external leaders from top companies like Microsoft, Sony and Accenture.
How do ERG programs inform your company culture?
Informatica’s Employee Inclusion Groups (EIGs) are invaluable to our culture, supporting and enriching our company’s DATA Values (Do Good, Act as One Team, Think Customer-First and Aspire and Innovate). A learning mindset is a pillar of our culture, so every EIG event includes information for attendees to learn from and calls to action for allies, enabling the positive expansion of both professional and personal journeys. We also find it important to amplify how our company culture informs our EIGs. Informaticans nurture a culture where employees feel safe to share their personal stories because they know they have caring colleagues who are compassionate, willing to learn and listen openly, without judgment. The close partnership between our EIGs and global culture help create a community where we can be heard, share laughs, celebrate our differences and lift each other up – and the proof is in the multiple industry awards that Informatica has won based on our employees’ feedback and participation from Best Places to Work and Comparably to name a few.
Check out the Informatica careers page here!
Can you tell us about some of your unique ERG programs?
WilsonHCG’s employee belonging groups (EBGs) are part of our company approach to fostering a safe, supportive environment through BRITE (belonging, respect, inclusion, togetherness and equity). These groups are employee led, with leadership sponsorship to reinforce and communicate its importance to the organization. Currently, we have nine groups: Parents at Wilson (PAW) for parents and family members, Heroes for veterans and military spouses, Women Who Lead for women and allies, the Black Wilson Network for Black employees and allies, the Multi-Cultural Collective to discuss global traditions and cultures, Pride for LGBTQIA+ employees and allies, the Mighty Introverts for introverted employees and allies, the Neurodivergent group for neurodiverse employees and allies, and 40+ for older employees and allies. Each one strives to strengthen employee collaboration and allyship through action and the larger vision of BRITE every day at WilsonHCG. This is critical to helping these groups both collaborate and work independently to donate to local communities, invite guest speakers and share personal stories together. Some of our past drives and events include donating children’s books for Black History Month and volunteering at local soup kitchens.
How do ERG programs inform your company culture?
Having people from different backgrounds, cultures, upbringings, disabilities, ethnicities and genders is not just a business imperative; it’s central to everything WilsonHCG does. these EBGs encourage individuals at all levels to contribute ideas freely to build upon our culture of openness and transparency. Additionally, our EBG members are passionate about sharing knowledge and creating a culture of belonging within the organization. Monthly group meetings and activities uphold WilsonHCG’s values and DNA pillars, which include passion, collaboration, integrity, ownership, and communication.
Check out the WilsonHCG careers page here!
Can you tell us about some of your unique ERG programs?
Currently, symplr has nine internal Employee Resource Groups as a part of its ERG program. symplr employees have chosen to form the following: Black Employees Supporting Talent (BEST), People Respecting Individuality & Sexuality in Medicine (PRISM), symplr Hispanic in Network Employees (SHINE), symplr Veteran Employee Network (sVEN), symplr Women’s Initiative Network (sWIN), Clinical Professional Resources (CPR), symplr Judaic Community Alliance (sJCA), and symplr Parent and Caregivers (sPAC). Each of symplr’s ERGs are sponsored by a member of the Executive Leadership Team, furthering the company’s efforts to provide the best public service, mission, and goals to its employees. These groups are run by symplr employees, providing equal opportunity for professional and career development while also leveraging diversity and fostering inclusion in the workplace.
How do ERG programs inform your company culture?
Once per month, the CEO Diversity Council meets, during which each ERG reviews items and updates symplr’s CEO, BJ Schaknowski, on various efforts and activities stemming from each of the ERGs. These regular touch bases provide a streamlined communication channel throughout the organization that also creates a more united culture. Additionally, they enable further visibility into employee DEIB initiatives across the organization. The voices of the ERGs are also woven throughout the “uniquely symplr” DEIB program, a learning experience crafted to build awareness of empathy, unconscious bias, privilege, and an inclusive culture. ERG representatives are key partners in guiding eLearning content development and participating in panel discussions during workshops and live webinar events.
Check out the symplr careers page here!
Can you tell us about some of your unique ERG programs?
While our ERG program at Cambium Assessment is relatively new (beginning in December 2021), we have four active ERGs consisting of the following groups:
- Women’s Initiative Network (WIN)
- Black Employee Advancement Team (BEAT)
- PRIDE (2SLGBTQIA+ Community)
- Latinos for Engagement, Advancement, and Development (LEAD)
- Since their respective charters were approved, our ERGs have championed community engagement both within and outside of CAI, hosted educational programs, connected and built relationships with our Senior Leadership Team, and provided spaces for camaraderie amongst various employees and teams within the organization.
How do ERG programs inform your company culture?
Our ERGs help to shape our company culture in a number of ways, whether it’s through their involvement with our Diversity, Equity, Inclusion and Belonging Council, interacting with our Senior Leadership and Executive Teams, or their collaboration with our Success Services team within Cambium Learning Group. These groups and their members are integral in keeping our leadership informed of the employee experience, educating our teams on various aspects of identity and intersectionality, and ensuring that we meet the needs of our employees. At CAI, our Employee Resource Groups have the full support of our leaders to help move our culture forward within the organization.
Check out the Cambium Assessment careers page here!
Can you tell us about some of your unique ERG programs?
Lexia’s ERG program launched in 2019, and those 3 ½ years of building and foundational work have brought us to the inclusive culture we have today. We have six ERGs:
- ASPIRE (Asian & Pacific Inclusion, Representation and Empowerment)
- BELIEVE (Black Employees Leading in Inclusion, Excellence, Vision, and Education)
- HOLA (Hispanic and/or Latino/a/x Alliance)
- Prism (LGBTQIA+)
- SUCCEED (Strengthening Us by Cultivating Community through Education and
- Empowerment around Disabilities)
- Women STARs (Women Seeking True Access and Representation).
Our ERGs offer a variety of ways for members to engage with each other, including Team Channel discussions, regular member meetings, commemorative occasion celebrations, community outreach opportunities, and company-wide Learning Series events. The ERGs also advise Lexia leaders on Diversity, Equity, Inclusion and Belonging (DEIB) topics that impact the business.
How do ERG programs inform your company culture?
Lexia’s ERG program promotes a culture of belonging for employees from historically marginalized and underrepresented groups. By providing social and educational opportunities for all colleagues, the program promotes healthy, thought-provoking, and inclusive dialogue and actions that advance our development as people and professionals and increase engagement among employees. The groups are also strategically leveraged by Lexia to positively impact the business and advance the company’s diversity, equity and inclusion goals.
Check out the Lexia careers page here!
Can you tell us about some of your unique ERG programs?
Sage has volunteer-led Colleague Success Networks (the term we use for Employee Resource Groups) in each of our regions.
Our networks – including those focused on caregiving, disability, gender, LGBTQ+, race and ethnicity, and veteran status – advocate for and help make marginalised voices heard.
Formed based on shared identity and/or lived experience, our networks offer a safe and supportive environment for colleagues of marginalised communities and their allies.
Network membership provides a space for networking, relationship building, personal development, and professional growth.
How do ERG programs inform your company culture?
All our Colleague Success Networks are set up on the request of colleagues, and all colleagues are empowered to create their own networks, with the same overall goal to help support our inclusive culture.
To achieve Sage’s overall goal to break down barriers, it is essential that we seek out different perspectives.
Colleagues share experiences and identify shared challenges which are fed back to the Diversity, Equity and Inclusion Team and senior leadership to resolve. Each network has a senior leader sponsoring them to help them achieve their goals.
The insights from our networks help us to understand both our colleagues and our customers, so we can enhance our colleagues’ experience and innovate for our customers.
Check out the Sage Group careers page here!
Can you tell us about some of your unique ERG programs?
We have 6 ERGs at Squarespace. One unique ERG is Carespace which brings together employees with caregiving responsibilities for children, family members, and loved ones in need of care. Their mission is to share resources, experiences, and provide support and safe space for their members as well as to raise the profile of all Caregivers and help Squarespace understand the inherent challenges of caregiving. After the unprecedented few years we experienced during the pandemic, it’s been amazing to see this group come together to support one another through the sharing of books and other resources, lending a listening ear, and making an impact on the lives of others internally and externally through their programming.
How do ERG programs inform your company culture?
Squarespace is committed to building and developing diverse teams so that we can better understand and serve the multifaceted cultures and identities of our customers. Our Diversity & Inclusion efforts focus on uplifting the experiences and perspectives of underrepresented groups and doing the work that draws out the best in all of us. We currently have 6 global ERGs that are crucial to fostering a diverse, inclusive and culturally connected workplace. By creating a supportive community for their members, sharing their community with the company through Heritage events and programming, they are an important part of our culture and growth as a company.