Engaging Remote Workers Through Virtual ERGs and Councils

Today, more than ever, organizations have employees working offsite, from home, and even in different countries. Additionally, 68% of millennials seeking jobs state that the option to work remotely would significantly increase their interest in an employer, according to AfterCollege.com.

According to a forecast of employment trends by the World Economic Forum, work flexibility, including telework, is “one of the biggest drivers of transformation in the workplace.”

With increased demand for employees to work remotely, a challenge for diversity and inclusion programs has emerged. The business challenge is finding the most efficient, productive method to engage with and motivate remote workers.

Employee Resource Groups and Diversity Councils serve to engage and connect employees with similar interest and backgrounds. While this is helpful for employees who are all located in the same site or even same area, for workers who are spread around the country and even around the world, this becomes more problematic for a number of reasons.
Remote workers can have feelings of isolation—feeling different or even excluded, or are considered less committed to the organization by virtue of not being physically present in an office. However, a well-executed and run ERG or Council, can help in fostering a greater sense of inclusion for remote employees in the workplace.

Many Fortune 500 companies are now implementing more remote or virtual ERGs and Councils. While it is not always easy to implement virtual ERGs and Councils, the benefits to both the organization and the employees far outweigh the challenges. A few lessons learned to help new groups as they decide to form include:

1. Partner with your IT team.
The first thing a new or planned virtual group needs to do is to see if their organization has the IT resources to support their group and provide innovative ways to reach as many remote members as possible. Whether it’s problems connecting via the video conferencing equipment or trying to stream or record meetings, your IT team will be the workers you lean on most to make your group work as smoothly as possible. Get them on-board first thing.

2. Get to (really) know your fellow group members.
Being on long calls with a group of people you’ve never met can make meetings feel like a chore. Knowing your fellow group member outside of the reports they produce and the voices you hear on conference calls makes all the difference. As the group is forming, make a concerted effort to know your team on a more personal level, such as knowing their birthdays, names of their children, spouses—even their pets. Ask about hobbies, outside interests, favorite vacation spots! It can help make your team feel more connected to each other and committed to the overall success of the group.

3. Get in virtual face time.
You should try to use video conferencing calls as much as possible, Skype, Facetime, WhatsApp and BlueJeans are all good if your organization does not have the resources for video calls. Face time calls help your group members, who might be working from all corners of the country or globe, to feel like they are really part of a team. Plus, having a face to go with the voice, IMs and emails is always a good thing!

4. Schedule in-person meetings.
If at all possible, look for opportunities to meet in person. Company meetings or training sessions where everyone is flown in to HQ or a mutual location are great times to meet your group members. Conferences, such as the ERG and Council Conference sponsored by the Association of ERGs and Councils, are also good opportunities to being your members together. Also, look for members who live (somewhat) near each other and encourage them to get together for lunch, dinner, or drinks. It helps diminish any possible sense of isolation that they might be feeling and makes them even more committed to your ERG or Council.

Establishing remote and virtual employee resource groups can significantly increase the success of remote employees while also improving engagement and retaining talent. Because these groups are comprised of a diverse array of employees, their ability to bring multiple perspectives and ideas to the table is an added business benefit that organizations should not pass up.
But before creating a group, make sure your company is ready to provide the support necessary for it to succeed. These remote and virtual groups should follow established policy and guidelines for local ERGs and Councils, such as obtaining executive support, selection and election of officers, developing by-laws, goals and objectives as well as abiding by all internal policies and guidelines