What to Consider when Creating Employee Resource Groups

August 3rd, 2020 | 4 min read


According to, Employee Resource Groups (ERGs) can have many positive effects on organizations including reducing turnover rates, encouraging organizational goal achievement and increasing productivity rates within the organization. ERGs provide opportunities to build employee engagement, establish camaraderie among coworkers and build community through shared identities. These groups can even encourage social collaboration and networking for professional development.

Additionally, organizations can benefit greatly from an ERG’s ability to promote education about diversity and promote a culture of inclusion. The highest performing teams are the ones that embrace diverse opinions, experiences and perspectives to deliver better solutions and solve business issues.

Consider what the best Employee Resource Groups do.

At CareSource, ERGs are a key part of our diversity and inclusion strategy. Most commonly, ERGs build engagement and foster collaboration across employees who have differing career paths, demographics and departments. They provide a safe space and community for underrepresented groups primarily because they are voluntary and employee-led. ERGs foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices and objectives. Any company can use ERGs to develop future leaders, increase employee engagement and expanded reach.

Consider how to support your Employee Resource Groups.

While each company’s ERG strategy is different, it is critical to support each group in tangible ways. Executive-level backing, dedicated programming budget and representation at key meetings are some of the most basic ways to ensure your ERGs are effective. At CareSource, we guarantee all three of these in addition to a CareSource approved logo and regular communication support. All ERGs are governed by CareSource’s Equity Council which was formed in 2018 to strategic guidance to the business to ensure decisions are made within the boundaries of diversity and inclusion best practices.

Consider the voices your company needs to hear.

Potential groups your organization could look to jump-start includes young professionals network, emerging leaders network, people with disabilities network and more. CareSource began in 2020 with three key groups: the Black Employee Network (BEN), Pride, Love, Understanding, Support (PLUS), and the Military & Veteran Support Unit (MVSU).

Black Employee Network (BEN)

BEN ERG Lockup Color RGB


BEN consists of employees who identify as African American/Black as well as those allies with a desire to support the growth of the community. The primary goal is to cultivate a support system for CareSource employees of color by providing education, personal growth and mentoring. BEN’s first focus is on employee mentoring to create a pathway for employees to explore new departments and the possibility of leadership in their careers.

Read How CareSource Amplifies Black Voices on our Team.

Pride, Love, Understanding, Support (PLUS)


PLUS was created to amplify the voices of lesbian, gay, bisexual, transgender, queer, questioning, intersex, asexual and other employees across the sexual identity spectrum. PLUS seeks to establish a presence and awareness of the LGBTQIA+ employees and allies at CareSource, inviting courageous conversations regarding diversity and inclusion. One of their first priorities is to engage with our employees and communities to inform and deliver on Human Rights and Equality.

Military & Veteran Support Unit (MVSU)

MVSU ERG Lockup Color RGB

MVSU provides a cohesive environment for those who support our military, veterans and their families. In addition to increasing camaraderie, the group aims to provide support through mentorship, career development and cultural awareness activities to enhance military and veteran recruiting and retention.

Consider how your Employee Resource Groups support your mission.

All of CareSource’s ERGs aligns with the company’s mission to make a lasting difference in our members' lives by improving their health and well-being. Diversity, equity and inclusion are key enablers to achieving this purpose and help us to be the most trusted partner to our members, health partners and employees. Establishing groups like BEN, PLUS and MVSU are helping expand CareSource’s services by representing marginalized populations and bringing our perspective on how to better serve our LGBTQIA+ members, our veteran members, our black members and every intersection between the three. When employees who carry out your mission represent the people who benefit your mission, you are able to mobilize your business to serve the community more effectively.