Employee Resource Groups (ERGs) have become essential drivers of workplace inclusion and business success. These employee-led communities create authentic connections while advancing both personal and organizational goals, serving roles far beyond traditional networking.
Today’s most effective ERGs combine strong executive sponsorship with meaningful resources, fostering professional development, influencing talent strategies, and strengthening company culture. They provide platforms for underrepresented voices, drive cross-cultural understanding, and help organizations better serve diverse customers and communities.
The following companies share how their Employee Resource Groups operate and contribute to organizational success:
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
A range of Game-Changer Resource Groups (GRGs) are voluntary, staff-led groups that serve as a resource for our employees by fostering a diverse, inclusive workplace that aligns with our mission, values, and goals. In 2024, we added several NEW GRGs, now offering the following that is fully aligned with and consistent with our diversity and inclusion goals, and our valued corporate culture:
- 1. Network of Women
- 2. Black Professionals Network
- 3. PRIDE (LGBTQ+)
- 4. Ability (Persons with Disabilities)
- 5. Dynamic (People with Neurodiversity)
- 6. Women in Technology
- 7. OneEarth Champions (ESG, CSR, and Sustainability)
- 8. Community Givers (supporting non-profits, charities, volunteerism, and communities)
- 9. Hola (Hispanic Latino Professionals)
- 10. Military Veterans Network
How does your company support the formation and ongoing activities of ERGs?
We provide SafeSpaces for our staff to connect and grow through our Game-Changer Resource Groups (GRGs). These support groups include Pride (LGBTQIA+), Ability (Persons with Disabilities), Network of Women, DYNAMIC (Neurodiverse), and Black Professionals Networks. With the current makeup of 4,000+, the GRGs hosted 15+ events in 2024 and celebrated diverse days of significance including International Day Against Homophobia, Neurodiversity Month, People with Disability Month, Pride Month, Transphobia, and Biphobia.
Check out Concentrix’s careers page here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
At symplr, we believe that creating a culture of belonging starts with listening, learning, and lifting one another up. Our Employee Resource Groups (ERGs) are at the heart of our efforts. Each ERG is built by employees, for employees, and reflects the vibrant diversity of our team and the communities we serve. Our ERGs include:
- • PRISM – People Respecting Individuality & Sexuality in Medicine
- • BEST – Black Employees Supporting Talent
- • CPR – Clinical & Professional Resources
- • sPAC – symplr Parents and Caregivers
- • sVEN – symplr Veteran Employee Network
- • SHINE – symplr Hispanic in Network Employees
- • sWIN – symplr Women’s Initiative Network
- • sJCA – symplr Judaic Community Alliance
Our ERG’s do more than celebrate identity; they create and promote space for connection, conversation, and drive progress. By championing inclusion, representation, and equity, our ERGs help shape symplr’s culture and move our goals forward in meaningful ways
How does your company support the formation and ongoing activities of ERGs?
When employees come together with shared purpose, incredible things happen. That’s why we invest in our ERGs with real resources: executive sponsorship to ensure visibility and alignment, as well as company-wide support to bring their visions to life.
From celebrating cultural heritage months to hosting conversations that inspire change, our ERGs are deeply woven into the fabric of our workplace. Our teams work alongside ERG leaders as true partners, making sure these communities are not only supported, but celebrated.
Because at symplr, ERGs aren’t just an initiative; they’re an essential part of who we are.
Check out the symplr’s careers page here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
At Invitation Homes, our Employee Resource Groups (ERGs) are associate-led networks that foster connection, professional development, and a sense of belonging. Open to all, these groups reflect the varied perspectives and lived experiences within our workforce. We currently have seven ERGs, each aligned to our broader commitment to workplace effectiveness. By creating space for meaningful contribution, skill-building, and inclusive engagement, our ERGs help strengthen our culture and business by empowering associates to thrive and grow.
How does your company support the formation and ongoing activities of ERGs?
ERGs are supported by two senior leaders, a C-suite strategic partner and a senior vice president engagement partner, who provide guidance and help elevate each group’s impact. A dedicated resource from the Talent and Culture team offers strategic oversight, tools, and communication support to ensure alignment with company values and goals. Our commitment remains strong: ERGs are essential to how we foster engagement, grow talent, and create a high-performing, inclusive workplace.
Check out Invitation Home’s careers page here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
- – API (Asian Pacific Islander)
- – AWOS (Accessibility without Stigma)
- – BAM (Black at Medallia)
- – Unidos (Latin/Hispanic)
- – PAC (Parents and Caregivers)
- – Vets (Veterans Globally)
- – Q-field (LGBTQIA+)
- – Women@
- – Medley (Culmination of all ERGs)
Our ERGS are aligned to our One Medallia strategy. Our One Medallia Strategy is part of our larger 2025 objectives also known as our rallying cry/defined objectives (RCDO). This strategy is centered around enhancing our culture to elevate all medallias, while removing silos and encouraging collaboration.
How does your company support the formation and ongoing activities of ERGs?
All ERGs work directly with our Culture, Experience and Learning team that supports in making the ideas presented by the ERGs come to life. From budgeting to proposals all the way through to the execution of the event a member of the team is in support to remove roadblocks as well as advocate and promote the event and the community throughout Medallia.
Check Out Medallia’s Careers Page Here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
We currently have 7 global ERGs that represent a broad range of identities: Black at Squarespace (BASS), SOMOS, Queerspace, SQSP/APID, Women+, Carespace and in the last 12 months, we launched Shalomspace.
One of our values at Squarespace is “be the customer.” Developing deep empathy for our customer’s needs, challenges, and dreams is critical to ensuring we do that well. The same goes for what we want for ourselves. Our ERGs are crucial to fostering an inclusive, and culturally connected workplace. By creating a supportive community for their members, sharing their community with the company through Heritage events and programming, and supporting and uplifting communities outside of Squarespace, our ERGs are an important part of the employee experience.
How does your company support the formation and ongoing activities of ERGs?
At Squarespace, our Inclusion & Impact support the formation of ERGs by opening new ERG Chair and ERG applications every two years. In doing so, we ensure new leadership and growth opportunities for members of these various communities and provide existing communities with the resources to make a bigger impact.
Our Inclusion & Impact team supports the ongoing activities of our ERGs through regular check-ins with ERG chairs, provides ERG chairs with professional development trainings, mentorship from Executive Leadership, and encourages ERGs to drive company-wide events and programming to bring employees together and further educate one another on various cultures and histories.
Check out Squarespace’s career page here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
ERGs are central to Vista/Cimpress’ DEI strategy. We have 4 recognized ERGs (listed below), each with a mission, executive sponsors, leaders, and active members. They each align with our DEI mission to role model and live an inclusive culture of fairness, respect and belonging for all.
The Women at Work (W@W) ERG are dedicated to promoting equality in the workplace by building a supportive community for women and allies to network, grow and develop through programs of enrichment, advocacy, and outreach.
The Pride ERG works to collectively celebrate and elevate Vista’s global LGBTQIA+ team members.
The Mental Health Alliance ERG provides a safe community with healthy boundaries to promote well-being and emphasize the importance of de-stigmatizing mental health in the workplace.
The Military Veteran and Families ERG builds awareness about the global contributions and impact of current military service members and veterans as well as providing a supportive community for them.
How does your company support the formation and ongoing activities of ERGs?
The formation and maintenance of our ERGs are supported by executive sponsorship and advisors, funding for ongoing activities and professional development, appointment of ERG leaders, and partnership with organizations within the business. In addition to our current ERGs, we also have Special Interest Groups (SIGs) and team members are encouraged to reach out to our DEI team if they have any interest in starting a new ERG/SIG. Our ERGs are greatly valued because they support Vista/Cimpress’ values and business goals, including the company’s commitment to creating an inclusive organization.
Check out Vista’s careers page here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
We have 7 active ERGs at First Merchants: First Women Connections, People of Color, Pride, Emerging Professionals, Veterans, Interfaith, and Wellbeing. Our ERGs align with our core values–authentic, driven, and collaborative. They provide a space for employees to interact with others across the company and access resources that aid in their personal and professional development.
How does your company support the formation and ongoing activities of ERGs?
We have a full-time Employee Experience Director who supports the formation and ongoing functions of our ERGs. In addition, each ERG has an executive sponsor and a steering committee that sets goals and direction for their ERG.
Check out the First Merchants careers page here!
What Employee Resource Groups does your company currently have, and how do they align with your organization’s goals?
At Guidewire, we believe that a culture of inclusion drives innovation and enables better outcomes for our customers and employees. Our Employee Resource Groups (ERGs) are employee-led communities supported by executive sponsors, designed to foster connection, build awareness, and help Guidewire be a place where everyone can thrive.
We currently have nine ERGs: African Ancestry, Asian & Pacific Islander, Early Career Professionals, Latinx & Hispanic, LGBTQ+ & Allies, Veterans & Allies, Visible & Invisible Disabilities, Women’s Leadership, and SAGEguide, which supports our older workforce. Each group aligns with our broader organizational goals by influencing talent attraction and retention, creating career development opportunities, and encouraging cross-cultural learning.
Our ERGs frequently collaborate with one another, and their initiatives have contributed to inclusive hiring practices, stronger leadership pipelines, and a deeper sense of belonging across our global teams.
How does your company support the formation and ongoing activities of ERGs?
Our Employee Experience team provides funding and operational guidance for the volunteer-led Employee Resource Group programs. Guidewire is committed to ensuring ERG leadership has the opportunity for development and training, as well as executive sponsorship to align the groups to the overall inclusion strategy of the company.