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If you work for a large organization and have noticed how many employees could benefit from additional support with family caregiving responsibilities, then you may wish to consider the establishment of an Employee Resource Group (ERG) for caregivers. To help you get started, I thought I’d share a few of the best practices I’ve seen among the ERGs I’ve worked with.
What is an Employee Resource Group (ERG)?
Anchored in principles of diversity/equity/inclusion, ERGs are voluntary, employee-led networks formally recognized and supported by an employer. In large organizations, a “champion” senior leader usually acts as the ERG sponsor, bringing visibility and resources to the group. ERGs tend to be organized and oriented around the needs and interests of diverse identities, and employers are increasingly recognizing employee-caregivers as one of those groups that merits an ERG.
How do ERGs for Caregivers Operate?
Most of the ERGs for caregivers that I’ve seen will hold monthly gatherings to discuss matters of mutual concern among the employees who are in the group. In large organizations that are geographically dispersed, these meetings are virtual. The sponsoring leader may offer a few introductory remarks, usually speaking about the organization’s commitment to supporting employee-caregivers, and then turn the balance of the time over to the employees serving as the ERG coordinators.
What are Some Best Practices for Caregiver ERGs?
Caregiver ERGs are often patterned after other successful ERGs previously functioning within the organization, with the specific focus on the needs of employees with family caregiving responsibilities at home. As a contributor and observer, I’ve identified some common elements that I’d consider to be “best practices” among these groups:
- Senior Leadership Support – for the Caregiver ERG to be successful, the support of senior leaders within the organization is a must. It’s most beneficial if the champion senior leader has personal family caregiving experience. Employees need to know that the organization not only recognizes their personal family caregiving experience but is also willing to allocate resources toward offering meaningful help.
- Strong ERG Coordinators – the employees who do the administrative work to run the ERG need to be disciplined, creative, and committed to developing the ERG. Getting started is the hardest phase because employees may not take the time or be willing to self-identify into this group, or the employer may not be fully prepared for the ERG. It’s also helpful if the employer formally allows these coordinators to allocate a portion of time toward ERG development.
- Activities Tailored to Employee-Caregivers – the ERG should aim to provide resources, knowledge, and channels for dialogue meeting the unique needs of employees with caregiving responsibilities at home. A variety of approaches may be taken to do this, including:
- Policy Input – establishing a structure for the ERG to offer recommendations for organizational policies that assist employee-caregivers;
- Book Clubs – reading and discussing caregiving-related books;
- Caregiver Support Groups – promoting dialogue under the direction of a skilled facilitator;
- Guest Speaker Series – inviting caregiving experts to present to ERG members;
- Networking – enabling social interaction among employee-caregivers;
- Mentoring – mentoring relationships to assist employees who are transitioning into or out of family caregiving roles;
- Partner with Care-Related Organizations – providing easy access to products and services designed for family caregivers;
- Feedback Loops – soliciting regular feedback from individuals participating in ERG activities to continue to fine tune your approach.
Research by consultants at McKinsey & Company revealed that effective ERGs cause employees to feel more included in the workplace while promoting diversity and improving social impact.[1] McKinsey also found that effective ERGs must be targeted and appropriately supported by the organization. Incorporating the best practices listed above into your ERG for caregivers will help you ensure success.
If you’re interested in establishing an ERG for caregivers, or if you’re looking for ideas to implement within your current ERG for caregivers, then please let me know. I’ve had the privilege to of working with caregiving ERGs in large and medium-sized organizations, and I’d be happy to assist you.
[1] Catalino, Natacha, et al. “Effective Employee Resource Groups Are Key to Inclusion at Work. Here’s How to Get Them Right.” McKinsey & Company, McKinsey & Company, 7 Dec. 2022, www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-to-get-them-right.
Posted in Caregiving