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Durham County Employee Resource Groups (ERGs) FAQs:

What is an ERG?

Employee Resource Groups (ERG) are employee-led groups that are sponsored by Durham County Government. Their purpose is to align directly with the Durham County Strategic Plan, goals, and initiatives. These groups are for internal employees and are supported by the Department of Equitable Well-Being.  ERGs can vary and can be focused on a variety of areas. These groups are open to all employees who support the ERGs goals, are genuinely interested in learning more about the ERGs focus area, and/or would like to use their network and resources to be an ally to the ERG.

Why ERGs at Durham County?
Effective ERGs can improve organizations and increase feelings of inclusion and belonging. According to The Diversity Movement, “There 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. Research proves time and again that these groups are good for business.”
What are ERG goals at Durham County?

Durham County Employee Resource Groups will directly align with the DCo Strategic Plan and will support initiatives such as the following:

  • Increased culture of inclusion and belonging
  • Professional development and leadership opportunities
  • Internal and external community building
  • Organizational change

Do ERGs directly report to anyone?

The Equitable Well-Being (EWB) Team supports all approved ERGs. The EWB team will collect data from ERG leaders to ensure all ERG goals align with the County and are being reached. Additionally, the EWB team will support all ERG leaders and activities.

What ERGs are NOT at Durham County:
  • Unions; or to be used in any way to function as a professional lobbying group.
  • Exclusionary towards any DCo employee in good standing who wishes to participate in any ERG;
  • ONLY for socializing. While activities will include opportunities for community building and meeting fellow DCo employees, all ERG’s will also have clear, actionable goals that align with the overall DCo Strategic Plan;
  • A space to gripe and complain without actionable solutions. While having peers who can relate to your unique experiences are critical in the workplace, ERG participants should ensure there are actionable items in place to alleviate such complaints and identify creative solutions.   
Is there anything that would expel me from an ERG or cause an ERG to cease?

Yes. Since all ERGs are a part of Durham County, members and leaders of ERGs MUST abide by all of the County’s HR policies.

  • Any comments that include confidential or case-specific information, sensitive personal information, or copyright violations may result in disciplinary action and your removal as an ERG member/leader. If any employee violates any DCo policy, or is placed on a corrective action plan, their participation in ERGs will be reviewed. 

In addition to the policies linked above, please also be mindful that the following are never permitted at DCo-sponsored activities:
  • Comments that you know to be untrue
  • Obscene, lewd, or rude comments
  • Comments that promote violent behavior or illegal acts
  • Hate speech, including racially or ethically offensive comments
  • Posting of non-professional pictures
  • Creation of Groups that are not related to conducting business here at Durham County
Who can participate in ERGs at Durham County?

ERGs are open to any Durham County employee in good standing with supervisor approval. Membership also confirms you are in agreement with the purpose and goals of the ERG and the fact that membership can include both supporters and allies. If ERG members ever have a concern, they are always invited to consult with an Equitable Well-Being team member.

  • Please note that ERGs are open to all levels of employees at DCo. However, we encourage each person to clearly and accurately remember that they are expected to behave in a way and follow all appropriate policies and procedures associated with their role and title, even when they are at ERG activities. If you have any questions about what responsibilities your role holds, please do not hesitate to read through our DCo policies and expectations in the HR Portal or contact your HR representative directly.
Can an ERG remove or exclude someone?   

ERGs are created to be inclusive of all Durham County employees. An extreme circumstance will have to take place for an ERG member to be removed. Please reference the question above “Is there anything that would expel my membership of an ERG or cause an ERG to cease?” for more information. 

Are there limits on what kinds of ERGs can be created?

dWe recommend looking at the current list of ERGs located on the Equitable Well-Being website [link to list to be inserted 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. Remember, all ERGs, which are funded and supported by Durham County, must show how they support DCo employees and the overall Strategic Plan.

How do I create an ERG?

We are so excited to hear you are interested in creating an ERG! Please click here to begin the application process.

How much paid time can a Durham County Employee use to participate in ERG activities?
  • ERG members (those who regularly attend ERG meetings/events but do not hold an official position within the ERG) can participate in ERG activities and programming for up to 4 hours per month for both hourly and salaried employees.
  • ERG Leaders (I.e. Chair, Vice-Chair, scribe, etc...) can participate in ERG related planning, organizing, and programming for up to 10 hours per month for both hourly and salaried employees.

    • Please note, the “Supervisor Notification of ERG Participation” Form must be completed before becoming an official ERG member or leader. Employees who would like to attend up to 2 ERG meetings/events before becoming an official member will not need to fill out the notification form.  Any Durham County employee can attend an event and not be considered a "member".

    • The Supervisory form must be dated and renewed annually.

Can I participate in multiple ERGs?

Yes! DCo employees are welcome to participate in more than one ERG. Please note, however, the amount of time that each employee has to allocate to ERG participation will remain the same no matter how many ERGs an employee joins. For example, if someone is in the “New Mothers ERG and is also an ERG Member in "Walking for Better Health”, they will only be able to use the 4 hours per month allocated to them. The same applies to an ERG leader who has 10 hours per month. If you are a leader in one ERG and a member another ERG, you will still only be allotted 10 hours to participate in all ERG activities and events.

As a salaried employee, do I need supervisory permission to participate in ERGs at DCo?

All Durham County employees must have confirmation from their direct supervisor and complete the Supervisor Notification of the ERG Participation Form before they begin regularly participating in ERG activities. Please note that at no time is an employee required to notify their supervisor of which ERG they are participating in. 

As an hourly employee, do I need supervisory permission to participate in ERGs at DCo?

All Durham County employees must have confirmation from their direct supervisor and complete the Supervisor Notification of the ERG Participation Form before they begin regularly participating in ERG activities. Please note that at no time is an employee required to notify their supervisor of which ERG they are participating in.

What happens if a supervisor will not give a staff member approval to attend certain ERG events or activities?

The Equitable Well-Being team is here to support all DCo staff having the chance to participate in ERG activities and events. However, we recognize that every employee, and especially shift employees, have specific job duties that must happen on specific times and days when ERG events may be taking place. We cannot guarantee every DCo employee will be able to attend every preferred ERG event, however, we will help ERGs think about the needs of all DCo employees and to plan meetings and activities at varied times and in formats to ensure the greatest possible participation from all staff. Every DCo employee is allotted 4 hours per month with the approval of their supervisor.  EWB and ERG Leaders are taking the needs and challenges of all our DCo teammates into consideration to make participation open to as many staff as possible. If supervisors or employees have questions or recommendations on how we can best collaborate to find solutions or creative ways for more staff to participate, please reach out to us at equitablewell-being@dconc.gov

How are ERG activities paid for?

Each ERG will receive equal funding directly from the Equitable Well-Being Department budget each fiscal year. 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, the Equitable Well-Being Department will onboard ERGs twice a year to ensure the most equitable funding process is possible. 

Can I request ADA accommodations for an ERG?

Employees have access to ADA accommodations at any DCo event or program. Please contact Marie Inserra at minserra@dconc.gov to submit a formal ADA accommodation request. 

How do we keep track of the success of ERGs?

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 and/or meeting attendance, number of events and/or meetings hosted annually, feedback surveys, ERG membership numbers, etc. ERGs will be required to submit a quarterly report to the Equitable Well-Being Department with information on membership, events, etc., and also at End of Year with a summary of spending, recruitment, etc. They will receive clear instructions from the Equitable Well-Being team on when and how to submit these.