Ideas for Activities

This page includes questions to ask when planning an activity, the role of the Executive Sponsor, broad ideas for activities, and examples of what ERGs at other companies have done

Questions for ERG Leaders to consider during the planning phase:

Can leaders articulate how the activity relates to the group's mission and goals?
What accessibility issues should be considered for events?
Are there barriers to participation? If so, what could be done to remove or mitigate those barriers?
If considering a paid speaker, how has this person been vetted?
Have the group members been consulted on preferred vendors? Additionally, should ERGs collaborate to create a list of preferred vendors (or alternatively - banned vendors)?
Does the activity relate to the goals or mission of another group? Could intersectionality play a role in how members participate? Is there an opportunity to collaborate? For example - in February, a Black professionals group could coordinate a company-wide virtual event. a women's ERG could educate on how Black women are marginalized in the workplace; an LGBTQ+ group could be tasked with sharing how the Black Queer community.
How will responsibilities be delegated among Leaders?
What is a reasonable timeframe to plan the event? How will the Leaders track progress/meet deadlines to prepare?

Questions to discuss with the Executive Sponsor:

How should updates and information be shared with the Leadership Teams and organization?
Does this activity need input from another department at Store Support Team? For example, if the group would like to attend a career fair at a local college, can the Executive Sponsor connect the leaders with the HR team for guidance? Are there external communications going out that should be reviewed by marketing?
How can we ensure the approved budget amount is met?
Are there conflicts with other business initiatives that could hinder the activity or event's success?

Represent the Organization at Community Events

This can take a lot of forms, from marching at a Pride parade under the company’s logo to volunteering at a cultural festival. Representing the organization in the community can build goodwill.

Assist with Recruiting Initiatives

ERG members can use their networks and perspectives on effective ways to recruit new talent from within their network. ERG presence at recruiting fairs can help show that the company does more than ‘talk the talk’ about diversity and inclusion.

Increase Cultural Competence

ERGs can hold informal talks, panel discussions, Q&As, AMA (ask me anything) sessions, focus groups, lunch & learns, or cultural celebrations at work to increase the cultural competence of the organization. Groups can use their budget to sponsor invited speakers.

Accelerate Connections

ERGs can serve as a resource for new hires by connecting them with social opportunities, local recommendations, and acting as informal mentors with unique insights into the needs of new employees with a shared background. This may be particularly useful for younger employees, those relocating from distant locations, or employees wishing to build ally competencies.

Support Each Other

ERGs can support each other, partnering to hold panels, conduct crossover events, and share best practices. Many groups will find common ground and similar workplace needs. This partnership is particularly crucial for new groups. ERGs can work together to hold welcome events regularly to reach out to new talent or hold an ERG Day, in which all of an organization’s ERGs collaborate on an event to highlight diversity and inclusion. Collaborated ERG efforts tend to yield higher employee engagement and ROI.

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