Starting a New ERG

Please note that we are not accepting New ERG applications at the time. All DCo staff will be notified when we are accepting applications.

Can anyone create an ERG?

Yes! We do recommend looking at the current list of ERGs located on the Equitable Well-Being website [link to list on EWB website once complete] to ensure you are not duplicating a current ERG at Durham County. If you do not find one that meets your needs or goals, you are invited to consider beginning a new ERG and complete the “New Employee Resource Group” request form.

How do I begin the process of starting an ERG?

Congratulations on making the decision to create an Employee Resource Group! The work you will embark on to inform and inspire others within Durham County is admirable. Some the things to note as you begin this process:

Read through the Durham County Employee Resource Group General Information FAQ
Begin working on your ERG mission, vision, and value statements. This will be needed when you fill out the request form to start a new ERG.
- Note: Mission, Vision, and Value statements should align with Durham County’s Strategic Plan.
Identify your ERG leaders and executive sponsor,
- Note: If you are not sure of an executive sponsor, the Equitible Well-Being staff will meet with you to discuss a potential sponsor; assuming your ERG has been approved.
Begin to fill out the “New Employee Resource Group Request” form.

Why is an executive sponsor needed to create an ERG?

In order to be an official ERG, you must have an executive sponsor. An executive sponsor is a senior leader who can provide policy guidance, advocate on relevant issues, and be a resource for specific events.

How does an ERG begin to create a mission, vision, value statement?

The ERG mission, vision, and values should outline specific functions and responsibilities of your ERG. Some things to consider are:

What is the overarching goal of your ERG?
Mission: What is the purpose of the group; how do you plan to work towards your goals? A mission state is like a verb, it’s the thing that you DO in your work. (Consider looking at the DCo or EWB mission statements for ideas.)
Vision: If your group completed all of your goals, what would it look like at the end? A vision statement is like a noun, it is the end result of your work. (Consider looking at the DCo or EWB mission statements for ideas.)
Value: What are your key values the ERG holds? How are you going to do your work? Values statements are the “ing” verbs that show the way in which you will get from your mission statement to your vision statement. (Consider looking at the DCo or EWB vision statements for ideas.)

What leadership roles should an ERG have?

When preparing to create an ERG, you should identify leadership roles and responsibilities outlining who will facilitate events and activities, who will manage timelines, expenditures, etc., who will keep and distribute meeting minutes (some examples are chair, co-chair, secretary, treasurer, and committee chairs). You should identify who will fill at least three of the leadership roles, and make sure that all key ERG responsibilities are covered by at least one leader.

Please note, ERG leadership activities are not necessarily included on an employee’s Annual Performance Review unless this has been clearly documented and agreed upon by the employee and their supervisor and included as a Performance Factor.

How are ERG activities paid for?

Each ERG will receive equal funding directly from the Equitable Well-Being Department budget each fiscal year. At the beginning of each fiscal year each ERG will be notified of their annual budget. With the support of the Equitable Well-Being team, ERG Leaders will be expected to keep an accurate and up to date account of all monies spent on ERG programs and activities. Please note, all applications for new ERG’s will be accepted twice per year to ensure the most equitable funding process is possible. Any new ERG applications that we received after these specified application dates may be held until the next funding cycle.

How is success measured?

Measuring the success of ERGs is crucial for their sustainability and effectiveness. There are several ways to assess the impact of an ERG, including event attendance, number of events hosted, survey feedback from activities, ERG membership numbers, etc. There are, however, additional important outcomes that may be more difficult to quantify, such as an improved sense of belonging, networking, mentor relationship development, and enhanced learning. ERGs will be required to submit quarterly and yearly reports to the Equitable Well-Being Department. EWB team members will help ERG leaders and executive sponsors find the best and easiest ways to collect data, analyze it, and showcase it effectively to tell the amazing story of impact of each ERG.