Black History Month is the time of year when our country spotlights the incredibly valuable contributions our culture has and continues to make. But some companies’ celebration of the time can feel a bit hollow if not careful.
Or at least this is what HR research and advisory firm McLean & Company suggests. They took a look at how employee resource groups within companies across the country typically function and how they can make their Black employees feel more supported throughout the year.
“Employee resource groups contribute to employee engagement, recruitment, retention, and a sense of belonging,” says LynnAnn Brewer, director of HR Research & Advisory Services at McLean & Company said in a news release. “Organizations seeking to improve in any of these areas have a vested interest in ensuring ERGs have support from both leadership and HR. To achieve this, HR must seek to understand the needs, interests, and goals of the organization’s ERGs to understand their current state and where they may require additional support.”
The firm’s latest blueprint on the topic pointed out that HR has a delicate but crucial role to play in their long-term success; create a pathway with guidance and resources for employee resource groups (ERGs) to increase their effectiveness and sustainment. HR must be careful to balance between supporting and not taking over employee efforts.
Black ERGs are necessary for countless reasons. As the Harvard Business Review points out Black people are promoted at a lower rate than white peers. They are paid less than their white colleagues. Reports of discrimination and other marginalizing behavior goes unaddressed by HR teams: Black employees account for 13% of the U.S. workforce — and 26% of discrimination complaints filed at the EEOC. In fact, companies pay millions of dollars to settle racial discrimination claims every year.
More information about McLean & Company’s blueprint can be found here.