{"id":13697,"date":"2025-01-06T16:48:27","date_gmt":"2025-01-06T21:48:27","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=13697"},"modified":"2025-01-06T16:48:27","modified_gmt":"2025-01-06T21:48:27","slug":"best-practices-global-ergs-forming-community-through-video-screen","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/best-practices-global-ergs-forming-community-through-video-screen\/","title":{"rendered":"Best Practices for Global ERGs: Forming Community Through a Video Screen"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Regardless of industry or company size, employee resource groups (ERGs) are critical vehicles for fostering community and driving business outcomes. Proven results of employee-led groups include increased employee engagement, higher productivity, and lower turnover rates. At multinational companies, ERGs can also build strong relationships, nurture feelings of belonging, and increase collaboration within a hybrid or dispersed workforce. However, navigating different time zones, languages, and cultural norms within a global ERG can lead to miscommunication and exclusion. Competing regional priorities can cause groups to lose focus and fail to achieve their goals. Global ERGs can be highly effective, however their unique needs and characteristics require planning and distinct procedures adapted for a hybrid environment. The Business Case for Global ERGs ERGs contribute significantly to business success, particularly in the global workforce. They foster cultural understanding, drive employee engagement, and improve retention rates across diverse demographics. For instance, a multicultural ERG in a global technology company might connect employees from different regions to share best practices for collaborating across time zones and cultural barriers. This ERG could host quarterly webinars featuring employees discussing how local customs influence workplace norms, improving cross-cultural understanding and boosting team cohesion.\u00a0 Employee-led groups also serve as powerful ways to establish safe spaces, especially for underrepresented employees. Safe spaces are cultivated through intentional design: structured meetings, confidentiality during sensitive discussions, and visible support from executive sponsors. For example, a women\u2019s ERG might host virtual mentoring programs, pairing employees from one location with experienced professionals in another region, offering both career support and a space to share experiences. Shannon Snowden, Experian\\'s leader for ERGs and wellness, explains: \u201cWe\u2019re not just supporting employees; we\u2019re creating a structure where employees can support one another.\u201d Within ERGs, mutual support builds trust, facilitates dialogue on sensitive topics, and strengthens employees\u2019 sense of belonging\u2014outcomes that significantly improve engagement and innovation. Best Practices for Managing Global ERGs Creating and sustaining effective ERGs in a global, hybrid workplace requires planning, inclusive leadership, and the strategic use of technology. Below are essential practices for successful and vibrant employee-led groups: 1. Leverage Technology for Connection and Collaboration In a hybrid workforce, technology is the backbone for ERG operations. Tools like Microsoft Teams, Zoom, or Slack help organize workflows and facilitate communication. They can also make communication more accessible. For example, video captions and real-time transcription enable colleagues who speak different languages to participate, and recorded meetings allow people from a variety of time zones to watch asynchronously. Additionally, maintaining a collaborative digital space enables members to share information, collaborate on projects, and access resources like event schedules, policy updates, and recorded training sessions. 2. Adopt Flexible and Inclusive Structures Flexibility is crucial for ensuring that ERGs are inclusive for a global workforce. For example, a disability or caregiver ERG could raise awareness around the challenges they face by organizing asynchronous storytelling events. Employees record and share personal narratives through videos, allowing colleagues across time zones to engage and watch on their own schedules.\u00a0 Adapting to regional nuances further strengthens inclusion. This might include scheduling events around regional holidays, offering translated materials, or tailoring content to reflect local preferences and practices. By embracing flexibility, ERGs demonstrate cultural sensitivity and foster greater participation from employees worldwide. 3. Provide Executive Sponsorship and Funding Executive sponsors are a must-have for successful ERGs, as they can advocate for their group, influence policy changes, and secure resources. For example, an LGBTQ+ ERG might require funding for allyship training. Sponsors can ensure these funds are available while also championing structural changes like gender-neutral restrooms or inclusive benefits like parental leave, adoption, or bereavement policies. 4. Focus on Clear Goals and Measurable Impact Explicit objectives ensure ERGs remain focused on organizational priorities. A Black professionals\u2019 ERG might establish a goal to host quarterly leadership panels featuring senior Black executives globally. Measuring outcomes, such as increased mentorship participation or more promotions of ERG members, helps demonstrate return on investment. 5. Celebrate Cultural and Regional Differences Recognizing and honoring cultural and regional diversity is essential for fostering a sense of belonging within global ERGs. This can include organizing region-specific initiatives that reflect local customs, holidays, or community priorities while aligning with the ERG\u2019s broader mission. For example, a racial diversity ERG should host extensive programming both in February\u2013when Black History Month is celebrated in the U.S. and Canada\u2013and October\u2013when Black History Month is celebrated in the U.K. and other parts of Europe.\u00a0 By tailoring programs to reflect regional nuances, ERGs ensure that all members feel their perspectives and contributions are valued, enhancing engagement and the group\\'s overall effectiveness. Challenges and Solutions for ERGs in Hybrid Workforces While the virtual environment of global ERGs provides flexibility, it also presents challenges, such as a lack of personal interaction and potential miscommunication across cultural lines. To mitigate these, consider adopting the following practices: Combat Virtual Fatigue: Reduce the reliance on video meetings by incorporating asynchronous communication methods like shared documents, message boards, or recorded updates. When meetings are necessary, consider alternatives such as audio-only calls or walking meetings to provide a mental and physical break from screen time. These approaches help maintain engagement while minimizing burnout and promoting flexibility in hybrid work settings. Build Cross-Cultural Competence: Equip ERG members with training on cultural intelligence to enhance collaboration and understanding within diverse teams. Programs focused on cross-cultural communication are particularly beneficial in global workplaces. Maintain Momentum: Establish a rhythm for ERG activities, ensuring that virtual connections remain consistent and meaningful. Regular check-ins, virtual events, and digital newsletters help keep members engaged and informed. The Future of ERGs in a Global Context As workplaces evolve, global ERGs will play a pivotal role in shaping inclusive, innovative cultures. Employee-led groups address the immediate needs of dispersed workforces while positioning organizations as leaders in fostering belonging and equity.\u00a0 As Shannon Snowden explains: \u201cERGs help connect people across different geographies, showing that we\u2019re all working towards the same goals\u2014even if we\u2019re on opposite sides of the world.\u201d By leveraging intentional strategies, organizations can transform their ERGs into engines of global connectivity and empowerment. Need support launching or maintaining an ERG? TDM is here to help with resources, customized training programs, and more. Kaela Sosa is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow Kaela on Linkedin to learn more.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">Regardless of industry or company size, <\/span><a href=\"https:\/\/thediversitymovement.com\/what-is-employee-resource-group-answers-to-5-common-questions-about-ergs-brgs-affinity-groups\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">employee resource groups<\/span><\/a><span style=\"font-weight: 400;\"> (ERGs) are critical vehicles for fostering community and driving business outcomes. Proven results of employee-led groups include increased <\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/benefits-compensation\/employee-resource-groups-create-sense-belonging-foster-engagement\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">employee engagement<\/span><\/a><span style=\"font-weight: 400;\">, higher productivity, and lower turnover rates. At multinational companies, ERGs can also build strong relationships, nurture feelings of belonging, and increase collaboration within a hybrid or dispersed workforce.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, navigating different time zones, languages, and cultural norms within a global ERG can lead to miscommunication and exclusion. Competing regional priorities can cause groups to lose focus and fail to achieve their goals. Global ERGs can be highly effective, however their unique needs and characteristics require planning and distinct procedures adapted for a hybrid environment.<\/span><\/p>\n<h2>The Business Case for Global ERGs<\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-13698 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-1024x683.jpg\" alt=\"The mid adult female student wears her Bluetooth headphones as she joins the multi-ethnic group of students for a virtual college class.\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-2048x1365.jpg 2048w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/Video-meeting-iStock-1350649364-600x400.jpg 600w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">ERGs contribute significantly to business success, particularly in the global workforce. They foster cultural understanding, drive employee engagement, and improve retention rates across diverse demographics. For instance, a multicultural ERG in a global technology company might connect employees from different regions to share best practices for collaborating across time zones and cultural barriers. This ERG could host quarterly webinars featuring employees discussing how local customs influence workplace norms, improving cross-cultural understanding and boosting team cohesion.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employee-led groups also serve as powerful ways to establish safe spaces, especially for underrepresented employees. Safe spaces are cultivated through intentional design: structured meetings, confidentiality during sensitive discussions, and visible support from executive sponsors. For example, a women\u2019s ERG might host virtual mentoring programs, pairing employees from one location with experienced professionals in another region, offering both career support and a space to share experiences. <\/span><a href=\"https:\/\/seniorexecutive.com\/experians-head-of-ergs-and-wellness-on-globalizing-resource-groups\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Shannon Snowden<\/span><\/a><span style=\"font-weight: 400;\">, Experian&#8217;s leader for ERGs and wellness, explains: \u201cWe\u2019re not just supporting employees; we\u2019re creating a structure where employees can support one another.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Within ERGs, mutual support builds trust, facilitates dialogue on sensitive topics, and strengthens employees\u2019 sense of belonging\u2014outcomes that significantly improve engagement and innovation.<\/span><\/p>\n<h2>Best Practices for Managing Global ERGs<\/h2>\n<p><span style=\"font-weight: 400;\">Creating and sustaining effective ERGs in a global, hybrid workplace requires planning, inclusive leadership, and the strategic use of technology. Below are essential practices for successful and vibrant employee-led groups:<\/span><\/p>\n<h3>1. Leverage Technology for Connection and Collaboration<\/h3>\n<p><span style=\"font-weight: 400;\">In a hybrid workforce, technology is the backbone for ERG operations. Tools like Microsoft Teams, Zoom, or Slack help organize workflows and facilitate communication. They can also make communication more accessible. For example, video captions and real-time transcription enable colleagues who speak different languages to participate, and recorded meetings allow people from a variety of time zones to watch asynchronously.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Additionally, maintaining a collaborative digital space enables members to share information, collaborate on projects, and access resources like event schedules, policy updates, and recorded training sessions.<\/span><\/p>\n<h3>2. Adopt Flexible and Inclusive Structures<\/h3>\n<p><span style=\"font-weight: 400;\">Flexibility is crucial for ensuring that ERGs are inclusive for a global workforce. For example, a disability or caregiver ERG could raise awareness around the challenges they face by organizing asynchronous storytelling events. Employees record and share personal narratives through videos, allowing colleagues across time zones to engage and watch on their own schedules.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Adapting to regional nuances further strengthens inclusion. This might include scheduling events around regional holidays, offering translated materials, or tailoring content to reflect local preferences and practices. By embracing flexibility, ERGs demonstrate cultural sensitivity and foster greater participation from employees worldwide.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-13699 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-1024x681.jpg\" alt=\"Video call, online conference. Over shoulder view of african american man at computer screen with multinational group of successful business people, virtual business meeting, work from home concept\" width=\"1024\" height=\"681\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-1024x681.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-768x511.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-1536x1022.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-2048x1363.jpg 2048w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/01\/iStock-1314080931-600x399.jpg 600w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/681;\" \/><\/p>\n<h3>3. Provide Executive Sponsorship and Funding<\/h3>\n<p><span style=\"font-weight: 400;\">Executive sponsors are a must-have for successful ERGs, as they can advocate for their group, influence policy changes, and secure resources. For example, an LGBTQ+ ERG might require funding for allyship training. Sponsors can ensure these funds are available while also championing structural changes like gender-neutral restrooms or inclusive benefits like parental leave, adoption, or bereavement policies.<\/span><\/p>\n<h3>4. Focus on Clear Goals and Measurable Impact<\/h3>\n<p><span style=\"font-weight: 400;\">Explicit objectives ensure ERGs remain focused on organizational priorities. A Black professionals\u2019 ERG might establish a goal to host quarterly leadership panels featuring senior Black executives globally. Measuring outcomes, such as increased mentorship participation or more promotions of ERG members, helps demonstrate return on investment.<\/span><\/p>\n<h3>5. Celebrate Cultural and Regional Differences<\/h3>\n<p><span style=\"font-weight: 400;\">Recognizing and honoring cultural and regional diversity is essential for fostering a sense of belonging within global ERGs. This can include organizing region-specific initiatives that reflect local customs, holidays, or community priorities while aligning with the ERG\u2019s broader mission. For example, a racial diversity ERG should host extensive programming both in February\u2013when Black History Month is celebrated in the U.S. and Canada\u2013and October\u2013when Black History Month is celebrated in the U.K. and other parts of Europe.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">By tailoring programs to reflect regional nuances, ERGs ensure that all members feel their perspectives and contributions are valued, enhancing engagement and the group&#8217;s overall effectiveness.<\/span><\/p>\n<h2>Challenges and Solutions for ERGs in Hybrid Workforces<\/h2>\n<p><span style=\"font-weight: 400;\">While the virtual environment of global ERGs provides flexibility, it also presents challenges, such as a lack of personal interaction and potential miscommunication across cultural lines. To mitigate these, consider adopting the following practices:<\/span><\/p>\n<ul>\n<li><b>Combat Virtual Fatigue: <\/b><span style=\"font-weight: 400;\">Reduce the reliance on video meetings by incorporating asynchronous communication methods like shared documents, message boards, or recorded updates. When meetings are necessary, consider alternatives such as audio-only calls or walking meetings to provide a mental and physical break from screen time. These approaches help maintain engagement while minimizing burnout and promoting flexibility in hybrid work settings.<\/span><\/li>\n<li><b>Build Cross-Cultural Competence: <\/b><span style=\"font-weight: 400;\">Equip ERG members with training on cultural intelligence to enhance collaboration and understanding within diverse teams. Programs focused on cross-cultural communication are particularly beneficial in global workplaces.<\/span><\/li>\n<li><b>Maintain Momentum:<\/b><span style=\"font-weight: 400;\"> Establish a rhythm for ERG activities, ensuring that virtual connections remain consistent and meaningful. Regular check-ins, virtual events, and digital newsletters help keep members engaged and informed.<\/span><\/li>\n<\/ul>\n<h2>The Future of ERGs in a Global Context<\/h2>\n<p><span style=\"font-weight: 400;\">As workplaces evolve, global ERGs will play a pivotal role in shaping inclusive, innovative cultures. Employee-led groups address the immediate needs of dispersed workforces while positioning organizations as leaders in fostering belonging and equity.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As Shannon Snowden explains: \u201cERGs help connect people across different geographies, showing that we\u2019re all working towards the same goals\u2014even if we\u2019re on opposite sides of the world.\u201d By leveraging intentional strategies, organizations can transform their ERGs into engines of global connectivity and empowerment.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Need support launching or maintaining an ERG? <a href=\"https:\/\/thediversitymovement.com\/solutions\/employee-resource-groups\/\">TDM is here to help<\/a> with resources, customized training programs, and more.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\"><b><i>Kaela Sosa<\/i><\/b><\/a><i><span style=\"font-weight: 400;\"> is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow <\/span><\/i><a href=\"https:\/\/www.linkedin.com\/in\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Kaela<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> on Linkedin to learn more.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Regardless of industry or company size, employee resource groups (ERGs) are critical vehicles for fostering community and driving business outcomes. Proven results of employee-led groups include increased employee engagement, higher15<\/p>\n","protected":false},"author":13,"featured_media":13698,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[66],"tags":[111,108],"tdm_type":[92],"class_list":["post-13697","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-resource-groups","tag-global-dei","tag-remote-hybrid-work","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Best Practices for Creating and Maintaining Global ERGs<\/title>\n<meta name=\"description\" content=\"Discover how to create impactful global ERGs. 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