Making an impact with Business Resource Groups
Driving diversity, inclusion and business growth with BRGs
What are Business Resource Groups (BRGs)?
A BRG is an internal initiative within a company that focuses on fostering diversity, inclusion, and belonging in the workplace, while also aligning with the company's business objectives and strategies. BRGs typically concentrate on various dimensions of diversity, such as race, ethnicity, gender, sexual orientation, disability, and more.
How are BRGs different from Employee Resource Groups (ERGs)?
In this video, Chris Farrington, Solutions Account Executive at Randstad, explains the key difference lies in their focus and purpose. Employee Resource Groups are primarily employee-led and employee-focused, serving as platforms for individuals to connect, share experiences, and create a sense of community. Whereas, BRGs are more aligned with advancing business goals:
- BRGs work towards achieving the company's overarching objectives and their activities directly impact these goals on a day-to-day basis.
- BRGs often collaborate closely with business departments to address specific business needs related to diversity and inclusion.
- The activities and initiatives of BRGs are often more strategic and may involve projects that directly contribute to the company's overall goals and performance.
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How BRGs can help meet business goals
Creating Business Resource Groups involves two main approaches: transitioning from existing Employee Resource Groups (ERGs) to align their focus with business goals, or establishing them independently as standalone entities within the organisation with an initial emphasis on achieving company objectives.
Below are a few examples:
- If your organisation is trying to expand to a global market, team members who reflect that new market can come together in a BRG to develop strategies for the expansion.
- Do you want to improve talent acquisition and build a diverse workforce? A BRG with employees from various backgrounds can implement inclusive recruitment efforts.
- If your company needs to improve its CSR (Corporate Social Responsibility) strategies, a BRG can foster new practices to improve your wider community impact.
How to create effective BRGs in your organisation
Establishing a BRG in your organisation might seem challenging at first. Here are some simple steps to help you kick-start your BRG journey:
1. Align BRGs with organisational goals
Ensure that your BRG's objectives resonate with the broader mission and values of the organisation. Whether it's promoting diversity in the workforce or supporting community engagement, selecting a focus area that aligns with company objectives is crucial. Crafting a mission statement that reflects these values can provide a solid foundation. Demonstrating how the BRG contributes to organisational strategies will help garner support across different departments.
2. Secure leadership buy-in:
Securing support from executives is vital for the sustained success of BRGs. Identify sponsors from the executive or C-suite level who are dedicated to diversity, inclusion, or social impact initiatives. To gain their support, prepare talking points and data showcasing how the BRG will positively influence the organisation. Additionally, involving the People Team ensures alignment during onboarding and promotion of the BRG.
3. Recruit your BRG team
Prior to launching BRGs, create a comprehensive communication strategy and establish a criteria for success, including long-term objectives and potential obstacles. Recruit employees willing to assume leadership roles, such as organising regular meetings and planning events. It is important to have enthusiastic team members who will actively participate and promote the BRG's mission.
4. Implement your BRG programme
A detailed communication plan is essential for the success of your BRG. Start by creating a concise presentation outlining the BRG's objectives, upcoming events, and avenues for participation. Hosting a company-wide event is an effective way to introduce the BRG's mission, outline future activities, and attract new members. The goal of the event is to generate excitement and expand the BRG's core membership.
What are the three pillars of a successful BRG?
Chris Farrington, Solutions Account Executive at Randstad, shares his insights on the three essential pillars for a successful BRG. Discover how these pillars - Unite, Integrate, and Celebrate - are pivotal in fostering inclusivity, collaboration, and appreciation within the workplace. Watch as Chris elaborates on each pillar, providing invaluable perspectives on creating a culture of belonging and support for all individuals.
Unite:
Creating a safe space for individuals of all backgrounds and abilities to foster awareness and exchange information and support.
Integrate:
Fostering seamless collaboration and inclusivity across diverse teams to achieve collective goals and meet business objectives.
Celebrate:
Cultivating a culture of recognition and appreciation for the diversity of perspectives and contributions within the organisation.
How BRGs can add value to your business
- Enhanced diversity and inclusion: BRGs promote diversity and inclusion by providing a platform for underrepresented groups to voice their perspectives and concerns.
- Talent retention and recruitment: They help attract and retain talent by demonstrating a commitment to supporting diverse employees and fostering a sense of belonging.
- Innovation and creativity: BRGs encourage collaboration and idea-sharing among teams from different backgrounds, leading to innovative solutions to business challenges.
- Employee engagement and morale: They contribute to increased engagement and morale by creating a supportive community where individuals feel valued and respected.
- Customer insights and market reach: BRGs can provide valuable insights into diverse customer demographics, helping the organisation better understand and serve its target market.
Key considerations for creating BRGs on a global scale
Expanding your BRGs globally requires a thoughtful approach that considers diverse organisational dynamics and cultural factors. Keep these key considerations in mind as you embark on this journey to ensure the effectiveness and inclusivity of your BRG initiatives.
- Organisational size: Acknowledge the overall number of employees across different countries and offices, highlighting the opportunity for significant influence and outreach through BRGs.
- Cultural differences: Understand and address the diverse cultural perceptions and attitudes towards your goals across different regions, emphasising the importance of education and open dialogue.
- Language diversity: Acknowledge the linguistic diversity within the organisation and the opportunity to leverage language as a tool for promoting inclusion and reducing stigma.
- Training and education: Implement training programs to educate employees across different regions about diversity, inclusion, and the goals of the BRGs. Provide resources and support to ensure that all employees have the knowledge and skills to actively participate in and support BRG initiatives.
- Time zone alignment: Address the challenge of coordinating global BRG activities and events across different time zones, emphasising the importance of proactive collaboration and flexibility.
Effective global BRGs in action
In this video, Chris Farrington, Solutions Account Executive at Randstad, provides specific examples of implementing BRGs on a global scale and overcoming challenges that you may face.
From addressing cultural perceptions of disability to overcoming time zone differences, learn how Randstad navigates these complexities with dedication and innovation.
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