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Employee Resource Groups

Employee resource groups (ERGs) are groups formed by members of an organization with the overarching purpose to unite individuals to a common cause and to provide a structured framework for awareness opportunities for members. Additionally, ERGs serve the purpose of acting as a conduit for outreach efforts for the local community and for other campus initiatives. 

ERG Membership

To become an ERG member, please submit a so you can be informed of upcoming meetings and events.

There is no cost associated with membership and no time commitments. Members can attend as many meetings and events as they would like. Individual membership in ERGs is strictly voluntary and open to all individuals who are interested in promoting diversity, equity and inclusiveness. Refer to the ERG guidelines for more information.

Benefits of Joining an ERG

• Foster connections between historically underrepresented individuals
• Cultivate a sense of belonging
• Create a safe, supportive space for faculty and staff who share a common identity
• Facilitate conversations about diversity, equity and inclusion
• Amplify minority voices and increase visibility of these groups
• Improve employee engagement
• Increase diverse ideas and perspectives
• Provide applicable resources
• Act as a conduit for outreach efforts for local community engagements, collaborations, partnerships and campus initiatives
• Help new employees become more embedded in the university

About Employee Resource Groups

ERG Guidelines

• ERGs promote inclusivity, diversity and openness.
• ERG activities should promote awareness opportunities.
• ERGs are open to everyone, not just those that are represented by the ERG or self-identify.
• ERGs should be a safe place for individuals to speak openly without judgment.
• ERG participation is voluntary.
• Members of ERGs are encouraged to participate in DEI training and bias awareness.
• ERG’s goals should be aligned with Ò»±¾µÀÎÞÂë’s culture, values and policies.
• All members are respectful of one another and their various viewpoints.
• Personal information shared should remain within the confines of the ERG virtual walls.
• All members work together towards positive outcomes and recommendations.
• All members work together to yield inclusive, collaborative and respectful conversations.

Executive Sponsorship and Staff Ombudsperson's Role

In order for ERGs to be successful, Ò»±¾µÀÎÞÂë's leadership must remain engaged and committed to the long-term sustainability of the groups. To encourage this, a senior advisory committee (SAC) made up of vice presidents, vice provosts and deans has been created. The SAC signals to employees that Ò»±¾µÀÎÞÂë is committed to diversity and inclusion. SAC members serve as champions who promote ERGs to other leaders and staff as well as provide guidance, funding, mentoring, visibility, networking, and assistance in reaching goals and communicating progress. This support will aid the ERGs in their achievements, credibility and longevity.

The staff ombudsperson provides guidance and resources to help facilitate the establishment of ERGs. They also provide structure to ensure successful establishment, organization and longevity, and facilitate funding requests. Once established, it is the ERG's responsibility to determine and adhere to the operational and funding policies established by the group.

Other Opportunities

Ò»±¾µÀÎÞÂë has established employee affinity groups and a multitude of student organizations that represent a wide range of interests. For example, the Carnegie Mellon Women's Association connects and supports campus community members through networking opportunities, social gatherings and educational programming throughout the year.