Key takeaways:
- Early ERG engagement enhances belonging: Integrating ERGs into the onboarding process from the start helps new hires feel welcomed and supported, fostering a sense of belonging.
- Ongoing support and check-ins are crucial: Regular check-ins at 30, 90, and 180 days provide continuous support and connection opportunities, crucial for hybrid work environments.
- Inclusive onboarding practices drive participation: Providing resources and ERG information, along with virtual onboarding, ensures all new hires receive equal support, enhancing participation and workplace culture.
For effective diversity, equity, and inclusion (DEI) and employee experience (EX), it’s essential to ensure new hires feel welcomed and integrated into your company culture.
DEI and Employee Experience Board Members recently shared best practices for engaging new employees and partnering with ERGs to enhance onboarding.
Here are the steps for incorporating ERGs into new employee journeys to foster a sense of belonging.
How Dow Used ERGs to Revamp the Onboarding Process
During our leadership panel on leveraging ERGs to enhance DEI and EX, our Board Members highlighted the importance of informing new employees about ERGs to ensure they feel welcomed.
Once employees join RISE, a note is triggered to the RISE leader at their location, who will then reach out to engage them, provide resources, update them on upcoming events, and enhance their sense of belonging.
Shruti Bahadur, Global Leader of Employee Experience and Employee Resource Groups at Dow
Shruti Bahadur, Global Leader of Employee Experience and Employee Resource Groups at Dow, shared an example of how their RISE ERG – which provides an environment to foster positive integration of new employees – helped enhance onboarding.
“RISE partnered with HR to fine-tune the onboarding process, offering personalized messages and resources,” Shruti explained. “This proactive engagement enhanced the sense of belonging and community among new hires.”
She added that RISE’s personalized messages to new employees included a welcome from all ERGs on day seven, a customized note from RISE on day 14 offering resources and connection opportunities, and a reminder on day 30 if they haven’t signed up.
“Once employees join RISE, a note is triggered to the RISE leader at their location, who will then reach out to engage them, provide resources, update them on upcoming events, and enhance their sense of belonging,” Shruti added. “We’ve received positive feedback since rolling this out last year.”
Edgewell Personal Care Leveraged ERGs to Connect with Employees Before Their Start Dates
Alison Jones, Vice President of DEI at Edgewell Personal Care, described their initiative called the “joyful journey,” aligned with their motto, “We make useful things joyful.”
We provide pre-start connections with teammate resource groups, offering opportunities for meaningful conversations and support. By fostering early connections, we create a foundation for a vibrant and inclusive workplace culture.
Alison Jones, Vice President of DEI at Edgewell Personal Care
This process begins even before new employees start, offering them the chance to connect with TRGs (Team Resource Groups) once they receive an offer.
“We provide pre-start connections with teammate resource groups, offering opportunities for meaningful conversations and support,” Alison said. “By fostering early connections, we create a foundation for a vibrant and inclusive workplace culture.”
Alison explained that this pre-start engagement allows prospective employees to ask questions and get insights, such as community-specific advice or practical information.
Further check-ins occur at 90 days and six months, providing ongoing opportunities for connection and support. Alison explained that these check-ins are crucial for hybrid work environments where organic interactions are less frequent.
“The focus is on the employee experience, managed by our talent acquisition team,” Alison said. “Talent acquisition recognized the need for a more involved onboarding process, rather than just making an offer and leaving new hires to navigate on their own.”
Championing ERGs for Onboarding Success Success
During a Board.org Members-only call on reinvigorating stagnant ERGs across your enterprise, DEI and EX leaders discussed different ways to champion ERGs in onboarding processes and get executive teams more involved.
One member said they’re establishing one inclusive group at each of their distribution centers to allow employees to engage in ERG activities, specifically for those without as easy access to the internet.
That member shared how regional groups with community events and targeted messaging help drive participation.
To offer more engagement opportunities, another member said their DEI leaders reach out to employees two to three weeks after onboarding with ways to get involved with ERGs.
Another member’s organization connected with Visit.org, which helped manage monthly curated heritage-focused events associated with ERGs to drive participation.
Best Practices for ERG Integration and Support
Integrating ERGs into the onboarding process can turn it into a symbol of inclusion, enhancing your company culture. Our Board Members shared several best practices during a members-only discussion on effective ERG integration for inclusive onboarding.
Key Steps for Effective ERG Integration
Providing essential resources upfront is vital for inclusive onboarding. Members said ERG members must reach out and provide codes of conduct, employee handbooks, and policies and procedures during onboarding.
Incorporating DEI-centric training into the process is also beneficial, including covering topics like unconscious bias and inclusive leadership.
Supporting Remote and Hybrid Employees
Members explained that offering virtual onboarding is essential for supporting remote and hybrid employees. Ensuring new employees receive the same support and engagement as their in-office counterparts is necessary.
One member explained how introducing new employees to the available ERGs in their support system can also mitigate any challenges with remote or hybrid employees.
A DEI leader discussed how their organization created Teams chats for new hires where they could ask questions for the first 30 days, educated them about leadership groups and ERGs, hosted new hire events (both on location and virtually), and created one-sheeters of the onboarding process so new hires could understand what happens and when.
Learn More Strategies for Including ERGs in Onboarding with Your Peers
Integrating ERGs into onboarding ensures new employees feel welcomed and supported. However, this process can be challenging.
For more actionable insights on involving your ERGs, join your peers in the DEI Board. Our members meet weekly to share strategies and best practices on top initiatives.
