The CIPD has published a report about the barriers on the way of black, Asian and minority etchnic (BAME) employees to fulfil their potential at work and get better job positions and careers. Aware of the struggle faced by those workers, the report also presents a list of recommendations for employers and for policy-makers.

One of the recommendations for employers is to actively encourage employee voice to inform change. As written in the report:

Do you have mechanisms in place through which employees can highlight issues about inequality and have a view on matters affecting them at work? Do all employees know about these mechanisms, how to access them and feel comfortable doing so? It’s essential that disadvantaged and disconnected groups have access to mechanisms through which they can express their voice.

Employee resource groups (ERGs) can be a useful mechanism for employee voice. They are groups of employees with shared characteristics or who have a shared goal. For the employees, these provide a sense of belonging and community and an opportunity to work with the organisation to bring about change. For an organisation, these can be a valuable resource to advise on the work experience of people with that particular characteristic, identity or background, and act as a sounding board for ideas, including your products and services. To what extent do you encourage the formation of employee resource groups in your organisation? Are they seen as an asset to your business or just a meeting point for people?