Durham County

Manager/Supervisor FAQ

What details can you give on what the ERGs will be doing here at the County?

We would strongly suggest you read over the Durham County Employee Resource Group (ERG) General Information page here. If you are not able to find the answers you are looking for, the EWB office welcomes any and all questions via email at equitablewell-being@dconc.gov.

What is the return on investment with ERGs?

There is extensive data showing myriad benefits to having Employee Resource Groups at organizations. For example:

• According to the Diversity Movement, “[t]here are many overarching benefits of establishing different DEI-related groups within the workplace. Groups provide a way to discover new perspectives, ideas, and innovations that may otherwise be missed or even stifled within an organization. They unite individuals who share similar backgrounds or beliefs to tackle business challenges – such as talent acquisition, employee engagement, product innovation, or consumer satisfaction — all from a unique point of view.”  
• McKinsey & Company states “[t]he most effective of these groups help boost feelings of inclusion for traditionally underrepresented segments of workers, improve the attraction and retention of employees who identify with these segments, and increase representation of diverse talent in line with the organization’s DEI strategy. Increased employee satisfaction and retention. Improved DEI/diversity in management.”  
• The Society of Human Resource Management (SHRM) also agrees with the benefit of ERGs. They state “[m]ore than 70% of the organizations studied rely on ERGs to build a workforce that reflects the demographics of their customer base. Almost 30% received help from their ERGs to increase the organizations spending with diverse suppliers. 90% of companies with groups directly involve group members in the onboarding of new employees.”
• ERGs are not here to make your work harder. In fact, many managers find that ERGs can supplement some of the amazing work that you already do as a manager, helping provide additional professional and personal development for employees, increasing engagement, inclusion, and belonging, and helping employees feel more dedicated to the organization.

Is there accountability and documentation for employee participation in ERGs?

We always encourage supervisors and employees to communicate directly about their work activities. Attendance will be taken and recorded for all ERG activities, though these will not be made public to protect employee privacy. If a supervisor has questions about how to facilitate open communication about ERG activities with their staff, they are welcome to contact the Equitable Well-Being Team at any time for consultation.

Who do I contact with more questions about ERGs?

If you would like to learn more about how you can support employee's participation in ERGs, please contact the Equitable Well-Being team at equitablewell-being@dconc.gov.

Are you keeping track of employee hours and attendance?

Yes, the Equitable Well-Being team will track attendance for all ERG activities. 

Am I able to ask my employee which ERG they are a part of?

Although it is exciting to support your employee in this new venture, please note that your employee is not required to tell you which ERG they have joined. This allows them to maintain privacy and choose what they disclose in the workplace, as some ERGs may be related to specific personal identities, experiences, or circumstances. 

How can I support my employees participating in ERGs?

Excellent question! Supervisor support is critical to employee and ERG success. A supervisor can support their team participating and benefitting from ERGs by:

• Signing appropriate documentation to give employees permission and acknowledgement to participate in ERG activities;
• Directing employees to ERG information and events when appropriate;
• Directly notifying employees of your support of their participation in ERGs.

How will ERGs accommodate programming to ensure DCo staff who have shift work can participate as well?

The Equitable Well-Being (EWB) team provides guidance, support, and oversight to ERG Leaders. EWB will help ERG leaders think about and plan for the needs of all DCo employees. ERG Leaders will plan meetings and activities at varied times and in formats to ensure the greatest possible participation from all staff. While we will never be able to promise that all staff members can attend every event or activity, we are taking the needs and challenges of all our DCo teammates into consideration to make participation open to as many DCo employees as possible.