An Executive Sponsor for an Employee Resource Group is typically a senior leader who serves as a mentor and bridges the gap between company leadership and the ERG.

They play an important role in making sure the ERG gets leadership buy-in, has effective programs and initiatives, and the ERG’s goals are aligned with business goals. When there is misalignment, ERG leaders can feel disconnected from the organization.

A Great Place to Work survey found that:

• 100% of Executive Sponsors say company leadership encourages participation across ERGs. Only 52% of ERG leaders think that’s true.
• 78% of Executive Sponsors believe involvement in ERGs support career advancement, but only 40% of ERG leaders agree.
• 91% of Executive Sponsors feel a sense of belonging at work, but only 76% of ERG leaders say the same.

To make sure Executive Sponsors are assessing the needs and challenges of the ERG, here are four ways they can be more supportive to ERG leaders and help cultivate an inclusive workplace.

Make sure there is strategic alignment between the ERG and company leaders

Executive Sponsors can utilize their leadership skills and knowledge of the business to ensure the ERG’s goals are aligned with business goals.

Here is how Executive Sponsors can improve strategic alignment and serve as a liaison between company executives and the ERG:

• Provide ERG leaders with key business insights by sharing business goals and the company’s strategic vision.
• Collaborate with ERG leaders to develop the ERG’s shared vision for success and provide feedback on the mission statement.
• Regularly meet with ERG leaders to understand their needs and advocate for financial support and leadership buy-in.
• Provide executive leaders with recommendations on inclusive policies, processes, or strategic plans that address inclusion barriers within the organization.

Help increase program participation

In addition to being an advocate, an Executive Sponsor should be a champion of an ERG's efforts. This may look like attending events, promoting events during company meetings, encouraging other employees to get involved, and communicating to leaders how ERG programming aligns with the company’s DEI goals.

Be allies and create psychologically safe workplaces.

Executive Sponsors can be allies by demonstrating care and support. Allies can contribute to real change once they understand and recognize their privilege, and use this privilege to benefit the ERG.

Executive Sponsors who are allies in the workplace will:

• Acknowledge what members and ERG leaders are going through and validate their emotions.
• Let members and ERG leaders know they’re ready to listen.
• Acknowledge that they don't have all the answers, but are willing to learn.
• Listen and accept criticism with grace although it may be uncomfortable.
• Ask colleagues to share their experiences without forcing it.

Invest in ERG leaders’ professional development

Executive Sponsors can help ERG leaders and members advocate for their needs during day-to-day work. Here’s how an Executive Sponsor can help ERG leaders fully step into their role and prevent burnout:

• Talk to the ERG leader’s manager about blocking off time during regular work hours to dedicate to ERG work.
• Push ERG leaders to think creatively and innovatively on how to engage and serve members if they’re struggling to come up with programming ideas.
• Check in often and provide guidance on how to prioritize tasks so ERG leaders aren’t exhausted.
• Introduce ERG leaders to other company leaders and people in their network to build connections.

‍

Check out our case study: How Phreesia built an ERG that champions equity and inclusion

Phreesia is a software company that provides automated tools for patient intake, access, payments, and more. Perfeqta facilitated a company training for Phreesia's ERG leaders and members on how to scale their ERGs and succession plan for the future.

‍Read the full case study here and see how our workshop facilitated open and productive conversations in the company.