The power of employee resource groups in promoting mental well-being
Morgane Oléron
Mental health and well-being challenges affect everyone in the workplace. However, there are groups that are more prone to stress, anxiety or burnout. From gender to age to race, minorities often find themselves“forgotten” or relegated to the bottom of the priority list.
While things are evolving and more inclusive solutions are implemented by companies and third-party service providers, sometimes, taking matters into your own hands is also part of the solution.
That is how ERGs, Employee Resource Groups, were born in the 1960s and have evolved today to become catalysts for well-being and a stigma-free mental health forum.
In this piece, we explore the part ERGs play in a company’s culture of mental well-being.
What Are Employee Resource Groups?
You may have heard of ERGs under different names, such as business network groups or even Affinity groups. What they all have in common is that employees themselves lead them voluntarily. Their aim is to bring together people who identify with similar traits, values, or interests to support each other.
In the 1960s and 70s, they first appeared in large companies such as Xerox or HP by employees wanting to come together to fence against discrimination.
With time, these resource groups have evolved from a“simple forum” to address broader issues and influence strategic decisions on diversity, inclusion, leadership development, mentoring, equity, and mental health and well-being at work.
bring together people who identify with similar traits, values, or interests to support each other.
What do Employee Resource Groups Do?
Regarding concrete activities, ERGs organize regular events online and offline to bridge the gaps left by the company in their chosen area. These events can be:
Networking opportunities such as unformal happy hours or more formal networking sessions to build connections within the organization across departments. It can also be getaway networking events such as retreats and more immersive events.
Professional development such as workshops and training sessions, mentorship programs or inspiring speaker series.
Cultural awareness and celebrations through putting together activities celebrating cultural and religious holidays or heritage months.
Community engagement by promoting community service and charity fundraisers. Health and wellness initiatives such as yoga classes, meditation workshops or support groups for work-related challenges.
Feedback – ERGs are also a great platform to bring the employee’s feedback to leadership and make their voices heard.
Networking opportunities
The Role of ERGs in Supporting Mental Health
There are several ways ERGs can improve mental health in the workplace, directly and indirectly.
1. Tackling Stigma Around Mental Health
ERGs with a focus on mental health and well-being at work create a space focusing on a topic that is, still today, difficult to address for a lot of people, even in the personal sphere.
In an environment where stigma prevails, sharing about one’s mental health issues can have repercussions from misconceptions to discrimination. The stigma can come from colleagues, team members, the organization, and the individual. That is why such networks can make a real positive impact on mental health at work simply by acknowledging mental health issues and showing everyone that they are not alone and that these issues are essential and are taken seriously within the professional sphere.
2. Partnering with HR to Provide Resources
Constraints such as budget cuts or engaging senior leaders can sometimes put extra pressure on human resources to create the right mental health culture in the office.
HR sometimes also“suffers” from being seen as part of the higher hierarchy and might not be the easiest space to open up for people suffering from mental health challenges. That is why ERGs can play the role of a bridge between employees and HR by engaging employees and promoting existing resources and tools. ERGs are an excellent way for employees to work together to advocate for new mental health programs and policies that make sense to them and that they will use.
3. Building Connections and Fostering Belonging
regardless of the support group’s theme or topic, they all build deeper connections between employees and foster a sense of belonging by creating safe spaces for vulnerable conversations. This, in turn, improves mental health and well-being.
Benefits of Mental Health-Focused ERGs for Tech Companies
A survey from ACCP and Salesforce.com from 2021 shows that 47% of employees feel ERGs encourage employee engagement.
The same survey shows that employees participating in ERGs are highly engaged in volunteer activities, both self-coordinated(84%) and company-organized(77%). 91% of respondents also add that it boosts company culture, 79% that it strengthens employee well-being and mental health, and 75% that it improves retention.
2 Tips When Starting a Mental Health-Focused ERG
Find your purpose and structure.
It is important to clearly outline the ERG’s mission or goal and the group’s structure.
This structure also needs to include how often the group meets, the different roles, what is expected from the volunteers, what the activities are, and how the group communicates.
Make the Case to Leadership
While reporting to your hierarchy about starting an ERG is not mandatory, it is recommended as it will help spread the word among the different teams and departments, facilitate open communication, and impact decision-making in the long term.
Find ways to collaborate with HR, the legal team, and other ERGs to ensure you…
Get Support from Professionals
Creating a safe space for mental health and well-being within the company is a great first step to supporting your colleagues and raising awareness. However, mental health challenges can be complex to handle and may require the intervention of professionals. Getting support from a third party such as Siffi is a real bonus for your ERGs and will help organise relevant events and resources.
mental health challenges can be complex to handle and may require the intervention of professionals
Most people feel more engaged when they feel they can have a role and impact decisions that concern them. ERGs are the perfect medium for employees to actively advocate for topics they are genuinely passionate about, such as mental health and well-being while creating deeper bonds with their colleagues.
Companies should encourage and support such initiatives as they positively impact engagement, collaboration and retention.
Want to know more about how Siffi is helping organisations? Check out our services
Morgane crafts compassionate, engaging content that makes mental health conversations more human and accessible. At Siffi, she combines storytelling with strategy to foster a culture of care and connection in the workplace.
Morgane Oléron
bring together people who identify with similar traits, values, or interests to support each other.
