Businesses are recognizing the value of creating inclusive workplaces where employees are valued, supported, and empowered in today’s more varied and connected world. The creation of a Business Resource Group (BRG) is one of the best strategies to do that. These groups, who are commonly referred to as Employee Resource Groups (ERGs), are now a vital component of many progressive corporations’ diversity, equality, and inclusion (DEI) programs.
What is a Business Resource Group (BRG)?
An employee-led group within an organization that prioritizes diversity, professional growth, and business impact is called a Business Resource Group (BRG). BRGs, as opposed to informal employee organizations, stay in line with the objectives and business plan of the company. While advancing corporate goals, they assist employees by providing networking opportunities, mentorship, leadership development, and innovation.
Businesses establish BRGs to foster collaboration, idea sharing, and the development of solutions that benefit the workforce and the business by bringing together individuals from a variety of backgrounds. To establish a welcoming and effective workplace, these teams frequently collaborate closely with executive leadership, HR, and DEI teams.
BRGs also are structured, strategic, and have a clear purpose beyond just providing a sense of community. They often contribute to talent development, cultural competence, and even business growth by offering unique insights into diverse markets.
What Are ERGs and BRGs?
Although both the terms business resource group (BRG) and employee resource group (ERG) are occasionally employed interchangeably, they have some minor distinctions. In reaction to the American civil rights movement, ERGs were first established in the 1960s.
African American workers at Xerox founded the first ERG in an effort to resolve racial issues and advance equality in the workplace. As time went on, ERGs broadened their scope to encompass community outreach, mentorship, and professional development, as well as other underrepresented populations.
BRGs, on the other hand, are a more contemporary form of ERGs. While they share many characteristics with ERGs, BRGs place a greater emphasis on harmonizing their operations with the organization’s business objectives.
A BRG, for example, could focus on programs to improve consumer outreach to diverse populations, improve product development to address the demands of underrepresented groups, or help with talent acquisition and retention. In essence, BRGs are ERGs that take a more strategic, business-oriented approach. In order to grasp the difference between ERGs and BRGs, you may also look at our blog content “What are Employee Resource Groups.”
The Purpose of BRGs
BRGs play a crucial role in modern workplaces, offering both employees and companies numerous benefits. Their primary purposes of BRGs revolve around three key areas: professional development, business impact, and fostering an inclusive culture.
Professional Development
One of the primary reasons employees join BRGs is for professional advancement. These organizations provide mentoring programs, leadership training, and networking opportunities to assist employees in developing necessary abilities. BRGs frequently provide a forum for members to meet with senior leadership, which increases visibility and professional progression chances.
Business Impact and Innovation
BRGs serve as a bridge between employees and business objectives. Since these groups consist of diverse employees with unique perspectives, they bring fresh ideas and insights to the table. Many companies use BRGs to tap into new market segments, improve product design, and refine marketing strategies tailored to different demographics.
For example, a BRG focused on Hispanic employees might provide valuable insights into how a company can better serve Spanish-speaking customers. Similarly, a women’s BRG may influence policies on gender equity and leadership representation.
Enhancing Innovation and Creativity
By bringing together employees with diverse perspectives and experiences, BRGs can spark creativity and innovation. This can lead to new ideas, products, and solutions that benefit the organization as a whole.
Strengthening Community Outreach
BRGs often engage in community service and outreach activities, which can enhance the organization’s reputation and strengthen its ties to the communities it serves.
How to Start a Business Resource Group
If your company does not have a BRG yet, launching one can be an exciting opportunity to drive change and make an impact in your workplace.
Identify the Need and Define Objectives
Before starting a BRG, understand the specific needs of your organization. You may conduct employee surveys, hold focus groups, or discuss with HR and DEI leaders to determine what kind of BRG would be beneficial. Defining of clear goals that align with the company’s vision and objectives can help you to implement.
Questions to ask for BRG:
•What is the purpose of this BRG?
•How will it benefit employees and the organization?
•How does it align with the company’s business strategy?
Gain and Establish Leadership in the Organization
To ensure long-term success in implementing BRGs, securing executive sponsorship can be seen as essential. A senior leader who advocates for the BRG can help secure funding, resources, and visibility within the company. This leader can also provide mentorship and guidance for BRG members.
A well-structured BRG also needs clear leadership. You may consider forming a steering committee with defined roles such as a president, vice president, communications lead, and event coordinator. Establishing governance guidelines will help the group run smoothly.
Develop an Action Plan For BRGs
Outline key initiatives, events, and activities the BRG will focus on. These could include mentorship programs, speaker series, cultural events, or community outreach projects. You can ensure the plan aligns with both employee needs and company goals.