What is an LGBTQ+ Employee Resource Group and how do you start one?

LGBTQ+ Employee Resource Groups reduce turnover by 17%, increase psychological safety, and give LGBTQ+ employees a community and a voice. Companies with active LGBTQ+ ERGs see 17% lower turnover among marginalised employees (Catalyst 2024).

What is an Employee Resource Group?

An ERG is a voluntary, employee-led group within an organisation providing community, professional development, and advocacy for employees who share a characteristic. LGBTQ+ ERGs (sometimes called Pride Networks) support LGBTQ+ employees and allies.

What does a good LGBTQ+ ERG do?

• Provides a safe space for LGBTQ+ employees to connect and build community
• Runs professional development events, mentoring, and networking
• Works with HR and leadership to improve LGBTQ+ policies and benefits
• Contributes to employer brand and LGBTQ+ talent recruitment
• Participates in myGwork WorkPride and external LGBTQ+ events
• Delivers education, awareness events, and resources for the broader workforce

How to start an LGBTQ+ ERG: six steps

1. Secure executive sponsorship. The most effective sponsors actively attend ERG events, speak at Pride Month activities, and advocate for ERG recommendations internally.
2. Build a founding team. Find LGBTQ+ employees and allies willing to lead, diverse across seniority, function, and identity.
3. Define the remit. Community events? Policy advocacy? Mentoring? A clear remit prevents founder burnout.
4. Establish a budget. The 17% turnover reduction from active ERGs has a financial value that significantly exceeds typical ERG budgets.
5. Launch visibly. An ERG launch event with executive participation signals institutional backing.
6. Build inclusive membership. Include allies as well as LGBTQ+ employees to extend organisational reach.

How to measure ERG impact

• Membership numbers and growth rate
• Event attendance and engagement
• Policy changes influenced by the ERG
• LGBTQ+ employee engagement scores versus company average
• LGBTQ+ attrition rate versus company average

Common mistakes to avoid

Tokenism: a visible ERG with no budget or policy influence creates cynicism. Burnout: ERG leaders do this in addition to their day jobs — ensure workloads are sustainable and contributions are recognised. Exclusion within inclusion: ensure genuine representation across the full LGBTQ+ spectrum, including trans, bisexual, and intersex employees.

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