About Us
The Employee Resource Groups give employees a place to gather with others while making a difference for the campus and community.
Mission and Vision Statements for Employee Resource Groups (ERGs)
Mission Statement:
"To foster an inclusive and supportive workplace environment where diverse perspectives are valued, employees are empowered to reach their full potential, and organizational goals are achieved through collaboration and innovation."
Vision Statement:
"To create a thriving, diverse, and inclusive community within the organization that drives cultural competency, enhances employee engagement, and contributes to the success and sustainability of our business and society."
History and Evolution
Employee Resource Groups (ERGs), also known as Affinity Groups or Business Resource Groups, are employee-led groups that aim to foster a diverse, inclusive workplace aligned with the organizations they serve. These groups typically form around shared characteristics or life experiences, such as race, gender, sexual orientation, or even interests and activities.
1960s-1970s: Civil Rights Movement and Early Beginnings
The concept of ERGs can be traced back to the Civil Rights Movement in the 1960s. During this period, African American employees in the United States began forming groups within companies to support each other and address workplace discrimination.
Xerox is often credited with establishing one of the first formal ERGs in the early 1970s, creating the National Black Employees Caucus in response to racial tensions and a need for a more inclusive work environment.
1980s-1990s: Expansion and Formalization
As diversity and inclusion (D&I) initiatives gained traction in corporate America, more companies began to recognize the value of ERGs. This period saw the formalization and expansion of ERGs to include other underrepresented groups, such as women, LGBTQ+ employees, and people with disabilities.
Companies started seeing ERGs not just as support groups but as valuable resources that could provide insights into diverse consumer markets and improve employee engagement and retention.
2000s: Strategic Integration
In the 2000s, ERGs began to be strategically integrated into corporate D&I strategies. Organizations started leveraging ERGs for business development, talent recruitment, and community outreach.
ERGs began to receive more support from senior leadership, including executive sponsorship, dedicated budgets, and formal charters.
The University of Arkansas’ first ERG was the African and African American Affinity Group founded in the early 2000s.
2010s-Present: Innovation and Impact
In recent years, ERGs have become more innovative, focusing on intersectionality and collaborating across groups to address complex issues of diversity and inclusion.
ERGs are now seen as critical drivers of change within organizations, contributing to policy development, cultural competency training, and leadership development programs.
The rise of social media and digital platforms has also allowed ERGs to connect more easily with employees across different locations and time zones, enhancing their reach and impact.
The University of Arkansas Employee Resource Groups were established from 2018 to present: Armed Forces, Asian American Pacific Islander, Disability, Indigenous, International, LGBTQIA+, Latinx, and Parents and Caregivers.
Benefits of ERGs
Support and Networking
ERGs provide a safe space for employees to share experiences, seek mentorship, and build a sense of community. This support network can be especially valuable for employees who may feel isolated or marginalized in the workplace.
Professional Development
Many ERGs offer professional development opportunities, such as workshops, seminars, and mentorship programs. These initiatives can help members develop skills, advance their careers, and gain visibility within the organization.
Talent Attraction and Retention
A strong network of ERGs can make an organization more attractive to diverse talent. They signal a commitment to diversity and inclusion, which can help attract candidates from underrepresented groups and improve employee retention by fostering a more inclusive work environment.
Business Insights and Innovation
ERGs can provide valuable insights into diverse consumer markets and contribute to product development, marketing strategies, and customer service improvements. They can help organizations understand and meet the needs of a diverse customer base, driving innovation and growth.
Community Engagement
ERGs often engage in community outreach and volunteer activities, strengthening the organization’s ties to the communities it serves. These efforts can enhance the company’s reputation and demonstrate its commitment to social responsibility.