Key takeaways:
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Early ERG engagement strengthens belonging: Introducing ERGs during onboarding helps new hires feel supported from the beginning, building an early sense of connection and community.
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Ongoing check-ins provide critical support: Follow-ups at 30, 90, and 180 days help maintain engagement and offer opportunities for continued connection, especially important in hybrid work environments.
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Inclusive onboarding practices increase participation: Providing ERG resources, information, and virtual onboarding opportunities ensures all new hires receive equal support and can engage with workplace communities.
For organizations focused on strengthening diversity, equity, and inclusion (DEI) and employee experience (EX), helping new hires feel welcomed and integrated into company culture is essential.
Recently, DEI and Employee Experience Board Members shared strategies for engaging new employees and collaborating with ERGs to improve the onboarding journey.
Below are several ways organizations are incorporating ERGs into the new employee experience to foster belonging from day one.
How Dow Leveraged ERGs to Transform the Onboarding Process
During our leadership panel on leveraging ERGs to enhance DEI and EX, our Board Members emphasized the importance of introducing ERGs early so new employees immediately feel part of the community.
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 – played a key role in enhancing the company’s onboarding approach.
“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 explained that RISE sends several targeted messages to new employees throughout their early days at the company. These include a welcome message from all ERGs on day seven, a personalized message from RISE on day 14 highlighting resources and connection opportunities, and a reminder on day 30 if the employee has not yet joined.
“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 initiative begins even before employees officially start their roles, giving them the opportunity to connect with TRGs (Teammate Resource Groups) as soon as they accept 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 early engagement allows incoming employees to ask questions and gain insights from ERG members, including advice related to community experiences or navigating workplace culture.
Additional check-ins take place at 90 days and six months, providing continued opportunities for support and connection. Alison noted that these follow-ups are especially valuable in hybrid workplaces where informal 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
During a Board.org members-only discussion on revitalizing ERGs across large organizations, DEI and EX leaders also shared additional strategies for strengthening ERG involvement in onboarding and gaining executive support.
One member explained that their company is establishing one inclusive group at each distribution center, allowing employees—especially those without consistent internet access—to participate in ERG activities.
They shared that regional groups hosting community events and targeted communications have helped increase participation.
Another member noted that their DEI team follows up with employees two to three weeks after onboarding, sharing opportunities for getting involved with ERGs.
Another member’s organization connected with Visit.org to organize monthly heritage-focused events connected to ERGs, helping boost engagement across the workforce.
Best Practices for Integrating ERGs Into Onboarding
Integrating ERGs into onboarding can turn the process into a powerful symbol of inclusion while strengthening company culture. During a members-only discussion on ERG integration, Board Members shared several effective practices.
Key Steps for Effective ERG Integration
Providing essential information early is a key part of inclusive onboarding. Members recommended that ERG leaders connect with new hires and share key resources such as codes of conduct, employee handbooks, and organizational policies during onboarding.
Including DEI-focused training is also valuable, with topics such as unconscious bias and inclusive leadership helping establish expectations for workplace culture.
Supporting Remote and Hybrid Employees
Members also highlighted the importance of virtual onboarding programs to ensure remote and hybrid employees receive the same level of support as their in-office peers.
One member explained that introducing new hires to ERGs as part of their support network can help address some of the challenges associated with hybrid work.
Another DEI leader described how their organization created Teams chat groups for new hires where employees could ask questions during their first 30 days. These chats also introduced employees to leadership groups and ERGs, supported new hire events both virtually and in person, and included onboarding one-pagers explaining the process and timeline.
Learn More Strategies for Integrating ERGs in Onboarding with Your Peers
Integrating ERGs into the onboarding process can help ensure new employees feel welcomed, supported, and connected from the start. However, implementing these programs effectively can require thoughtful planning.
For more insights on engaging ERGs and improving onboarding strategies, you can learn from your peers in the Employee Experience Board, where members meet weekly to exchange ideas and benchmark their most important initiatives.
