A well-designed structure for Employee Resource Groups (ERGs) and Business Resource Groups (BRGs) can maximize the effectiveness of an organization’s Diversity, Equity, Inclusion & Belonging strategy while also providing meaningful developmental experiences for group members. The Talent Dimensions Leadership Academy for Enhancing ERG/BRG Impact prepares members to build and maintain impactful, goal-achieving groups while also adding critical, transferable skills to their individual capability inventories. This is a win for the individuals as well as the organization.

Participants in the program learn about crafting a vision for their group and creating a strategy that makes that vision a reality. Setting goals, defining objectives, and identifying resources are important parts of the members’ roles inside their groups and the skills required can be leveraged as members progress within the broader organization.

ERG/BRG leaders must create environments where members find community and a sense of belonging. They are keys to inspiring and motivating members, offering direction and helping members balance their commitments to the multiple roles members play in the organization.

Group leaders serve as advocates and often are called on to be the voice for their group within the wider organization. They are change agents for members and for senior leadership. Additionally, ERG leaders are responsible for measuring the impact of their group and holding themselves and members accountable for achieving the group’s goals.

The Leadership Academy experience prepares participants to lead a team, focus on achieving results, influence others, communicate with purpose and manage inclusively.

Your ERG leaders will leave with a solid foundation for applying newly acquired knowledge and with skills and tools they can apply immediately and in the future.

Build Momentum and Sustain your ERG/BRG’s Success!

Participants in the Leadership Academy for Enhancing ERG/BRG Impact will:

  • Build leadership capability to enhance ERG effectiveness, teamwork and results.
  • Utilize the 5 Success Factors as a leadership and analytical tool for building an ERG that drives impactful results.
  • Analyze and identify the ERG’s current stage of effectiveness and create plans to reach peak performance.
  • Identify their development opportunities and practice new skills in a safe environment.
  • Build confidence and competence in communicating the ERG process on the business intersections.
  • Learn best practices metrics to evaluate and sustain efforts.
  • Draft plans for an internal and external communications strategy.


McKinsey reported that “90 percent of Fortune 500 companies have ERGs.”

When we listen and celebrate what is common and different, we become a wiser, more inclusive, and better organization.

Pat Wadors, Chief People Officer, Procore Technologies, Inc.

Having an ERG can help you recruit more diverse job candidates, since applicants can see you working to amplify minority voices.

Jamie Johnson, contributor for U.S. Chamber of Commerce

We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their color.

Maya Angelou, Poet

It is not our differences that divide us. It is our inability to recognize, accept and celebrate those differences.

Audre Lorde

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