Employee Resource Groups

• Voluntary, employee-led Employee Resource Groups (“ERG”) that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives and that focus on the experience and perspectives of people of a particular race, ethnic or cultural background, gender, gender identity, religion, age cohort, sexual orientation, history of disabilities, military services, or similar other parameters.
• ERGs are intended to provide opportunities for employee networking, professional and personal development activities, improve cultural understanding among UW Health and SMPH employees, improve UW Health recruiting efforts, promote education related to diversity, equity and inclusion, align with UW Health social responsibilities efforts and support UW Health’s and SMPH’s efforts in cultural competency.
• Formalized under a charter, an ERG supports its members, the employee demographic they represent, and the organization. The ERGs are made up of highly engaged employees with specific affinities aligned with the ERG’s focus. Members can learn more about and occasionally provide feedback on new and future initiatives at UW Health and SMPH that may impact the demographic of the ERG.
• ERGs help support the communication of new ideas and can ask questions and bring forward employee concerns.
• An ERG gives the opportunity to provide input with a clear pathway up the leadership chain of command to the Vice President/Chief Diversity Officer and Associate Dean for Diversity & Equity Transformation.

• All UW Health & SMPH employees (staff and faculty) are welcome to join any ERG that they have an interest in. The only requirements are that the individual be an employee, have supervisor support, and are committed to the goals and initiatives within the ERG. If the employee gets put into corrective action at any point, supervisors can reassess staff participation.

• It is possible that an employee may choose to participate in multiple ERGs; however, their engagement should be reviewed with their supervisor to manage their time.

They provide opportunity for the following:

• Promote employee engagement and contribution across units
• Promote collaboration between employees and leadership
• Increase representation and retention
• Contribute to organizational diversity and inclusion initiatives
• Provide personal and professional leadership development of members
• Foster the transfer of knowledge up, down and across
• Increase cultural awareness within the organization
• Promote innovation
• Provide a framework of support and sense of belonging through developing peer support networks
• Sponsor cultural events
• Help strengthen transitions for new employees
• Make recommendations in service development and delivery

• Once a month for 1-2 hours.
• Co-Chairs in each ERG will also meet monthly with the other ERG co-chairs for 2 hours/month.

• The estimated time per year for participation would be 15-20 hours (1-hour monthly meetings – not counting any subcommittee participation or additional volunteer activities or events). It is up to the employee and supervisor to agree upon the level of participation. All meeting dates will try to be booked in advance to help leaders and employees plan their work schedules.

• If this throws off productivity in a unit, please notify the Diversity, Equity, & Inclusion department. This data will be important for us as we structure future Employee Resource Groups.

• Yes, if employees attend under their regular schedule, they will be released during work time to attend meetings. However, if the meeting comes during an off hour/not on regular time they would need to be compensated during this time outside of regular hours for employees paid on an hourly basis. Outside of meetings, other social events will not be covered.

• There will be an application process for new members to help ensure commitment and shared understanding of purpose. This application is accessible via this form. Please contact Afra Smith, Diversity, Equity and Inclusion Consultant with the DEI department, at asmith9@uwhealth.org with any questions.
• An ERG will be expected to grow its membership to represent an inclusive body. Members will be allowed to take reasonable time from their normal work duties to participate in ERG activities, if their unit’s work needs and their own work performance are not impacted negatively. An employee’s active participation in an ERG should be noted in their individual development plans and discussions.
• Members are not required to attend every meeting but are encouraged to do so when able. We recognize that personal or work-related issues may require members to leave the ERG or to not be present for an extended period. ERG members may step down from the ERG at any time. Employees can have unlimited membership while they maintain employment at UW Health or SMPH if they continue to meet the eligibility requirements.
• ERG Membership eligibility is determined by the following:
  • UW Health or SMPH employee (staff or faculty)
  • Must work at least 0.5 FTE
  • Has a Supervisor Statement of Support submitted by their current supervisor

• Supervisors who participate in Diversity, Equity and Inclusion (DEI) activities have lower voluntary turnover than those who don’t.
• Supervisors involved in DEI or an ERG have higher engagement of employees. Positive outcomes also found for employees whose supervisors were engaged in DEI.
• Results were encouraging at CUNA Mutual Group, showing that supervisors engaged in DEI work have happier, more engaged employees.
• Results also demonstrated that participation more than once a year helps supervisors and employees act on the shared organizational value of inclusion.

1. Bring a learning/education to your team on DEI.
2. Do some microlearning with your team. Set aside time for discussion.
3. Attend DEI events as a team. Set aside time to debrief.
4. Make time for employees to join ERGs and attend events.

1. Your employee is participating in a committee that will impact engagement, development, retention, and the goals of the organization. Capturing employee involvement in their performance reviews would be a great way to recognize their commitment.
2. If you have multiple employees engaged in the same ERG, plan where they can take turns attending monthly meetings and share notes with each other.
3. Consider if your department has a project or an idea that can be brought to the Diversity, Equity, and Inclusion department for advice or input.