Employee resource groups
Member Experiences and the Role of Allies
Bibliographic Data
| ID | 6058705 |
|---|---|
| Authors | Gregory Beaver (0000-0002-9601-7063, Suffolk University), Mary Zellmer-Bruhn (0000-0002-9115-7200, University of Minnesota) |
| Year | 2025 |
| Volume | 45 |
| Issue | 1 |
| Pages | 181-196 |
| Publication date | 2025-01-20 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Equal Opportunities International (JOURNAL) |
| Journal identifiers | ISSN: 1758-7093 • E-ISSN: 2040-7149 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/edi-08-2024-0347 |
| OpenAlex | W4406544085 |
| Language | EN |
| Citations received | 2 |
| References cited | 43 |
Purpose The popularity of employee resource groups (ERGs) has grown, yet there has been limited critical examination of the outcomes of membership individuals. This paper aims to better understand ERG member experiences and the role and impact of allies, or members who do not share the identity around which the group is centered. Design/methodology/approach Two survey studies collected data from ERG members and non-members to uncover individual membership outcomes. Findings Our findings reveal that ERG members report greater career satisfaction yet also experience higher levels of emotional loneliness compared to non-members. Additionally, the presence of allies in ERGs has a complex impact, offering both positive and negative effects on the experiences of focal group members. Practical implications Our findings provide a more expansive view on employee experiences related to ERG membership and suggest decisions to allow or require openness of ERGs to everyone should be undertaken with caution. Implications for theory and practice are discussed. Originality/value This study contributes to the diversity management literature by exploring individual outcomes of ERGs, a popular type of organizational diversity practice
Business · Economics · Operations management · Political science · Public relations · Computer Science · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Social Capital and Networks
Workplace contextual supports for LGBT employees
Inclusion and Diversity in Work Groups
A 6-Item Scale for Overall, Emotional, and Social Loneliness
An Empirical Investigation of the Predictors of Executive Career Success
Beyond Allyship
Predictors of Objective and Subjective Career Success
Diversity at a Critical Juncture
Understanding the Links Between Social Support and Physical Health
Cutoff criteria for fit indexes in covariance structure analysis
Contending with group image
What's in the “old boys” network? Accessing social capital in gendered and racialized networks
Allies Against Sexism
Paving an Alternative Route
Acting in Solidarity
Social Support and Career Optimism
Disadvantaged group activists' attitudes toward advantaged group allies in social movements
Is Martin Luther King or Malcolm X the more acceptable face of protest? High-status groups’ reactions to low-status groups’ collective action
Visibility and voice in organisations
Stress, social support, and the buffering hypothesis
| Unique citing works | 2 |
|---|---|
| Citations per year | 2 |
| Citation span | 2025 - 2026 (2) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 1 |