Employee Resource Groups (ERG) are employee-led groups that are sponsored by Durham County Government. Their purpose is to align directly with the Durham County Strategic Plan, goals, and initiatives. These groups are for internal employees and are supported by the Department of Equitable Well-Being.  
ERGs can vary and can be focused on a variety of areas. These groups are open to all employees who support the ERGs goals, are genuinely interested in learning more about the ERGs focus area, and/or would like to use their network and resources to be an ally to the ERG.

Durham County Employee Resource Groups will directly align with the DCo Strategic Plan and will support initiatives such as the following:

• Increased culture of belonging and safety
• Professional development and leadership opportunities
• Internal and external community building
• Organizational change

The Equitable Well-Being (EWB) Team supports all approved ERGs. The EWB team will collect data from ERG leaders to ensure all ERG goals align with the County and are being reached. Additionally, the EWB team will support all ERG leaders and activities.

What ERGs are NOT at Durham County:

• Unions; or to be used in any way to function as a professional lobbying group
• Exclusionary towards any DCo employee in good standing who wishes to participate in any ERG
• ONLY for socializing. While activities will include opportunities for community building and meeting fellow DCo employees, all ERG’s will also have clear, actionable goals that align with the overall DCo Strategic Plan
• A space to gripe and complain without actionable solutions. While having peers who can relate to your unique experiences are critical in the workplace, ERG participants should ensure there are actionable items in place to alleviate such complaints and identify creative solutions.   

Yes. Since all ERGs are a part of Durham County, members and leaders of ERGs MUST abide by all of the County’s HR policies.

Any comments that include confidential or case-specific information, sensitive personal information, or copyright violations may result in disciplinary action and your removal as an ERG member/leader. If any employee violates any DCo policy, or is placed on a corrective action plan, their participation in ERGs will be reviewed. 

In addition to the policies linked above, please also be mindful that the following are never permitted at DCo-sponsored activities:

• Comments that you know to be untrue
• Obscene, lewd or rude comments
• Comments that promote violent behavior or illegal acts
• Hate speech, including racially or ethically offensive comments
• Posting of non-professional pictures
• Creation of Groups that are not related to conducting business here at Durham County

ERGs are open to any Durham County employee in good standing with supervisor approval. Membership also confirms you agree with the purpose and goals of the ERG and the fact that membership can include both supporters and allies. If ERG members ever have a concern, they are always invited to consult with an Equitable Well-Being team member.

• Please note that ERGs are open to all levels of employees at DCo. However, we encourage each person to clearly and accurately remember that they are expected to behave in a way and follow all appropriate policies and procedures associated with their role and title, even when they are at ERG activities. If you have any questions about what responsibilities your role holds, please do not hesitate to read through our DCo policies and expectations in the HR Portal or contact your HR representative directly.

We are so excited to hear you are interested in creating an ERG! Please click here to begin the application process.

• ERG members (those who regularly attend ERG meetings/events but do not hold an official position within the ERG) can participate in ERG activities and programming for up to 4 hours per month for both hourly and salaried employees.
• ERG Leaders (I.e. Chair, Vice-Chair, scribe, etc...) can participate in ERG related planning, organizing, and programming for up to 10 hours per month for both hourly and salaried employees.
  • Please note, the “Membership Request Form​​​​​​​" must be completed before becoming an official ERG member or leader. Employees who would like to attend up to 2 ERG meetings/events before becoming an official member will not need to fill out the notification form.  Any Durham County employee can attend an event and not be considered a "member".
  • The Supervisory form must be dated and renewed annually.
     

Yes!

DCo employees are welcome to participate in more than one ERG. Please note, however, the amount of time that each employee has to allocate to ERG participation will remain the same no matter how many ERGs an employee joins. For example, if someone is in the “New Mothers ERG and is also an ERG Member in "Walking for Better Health”, they will only be able to use the 4 hours per month allocated to them. The same applies to an ERG leader who has 10 hours per month. If you are a leader in one ERG and a member another ERG, you will still only be allotted 10 hours to participate in all ERG activities and events.

The Equitable Well-Being team is here to support all DCo staff having the chance to participate in ERG activities and events. However, we recognize that every employee, and especially shift employees, have specific job duties that must happen on specific times and days when ERG events may be taking place. 

We cannot guarantee every DCo employee will be able to attend every preferred ERG event, however, we will help ERGs think about the needs of all DCo employees and to plan meetings and activities at varied times and in formats to ensure the greatest possible participation from all staff. Every DCo employee is allotted 4 hours per month with the approval of their supervisor.  

EWB and ERG Leaders are taking the needs and challenges of all our DCo teammates into consideration to make participation open to as many staff as possible. If supervisors or employees have questions or recommendations on how we can best collaborate to find solutions or creative ways for more staff to participate, please reach out to us at equitablewell-being@dconc.gov
 

Each ERG will receive equal funding directly from the Equitable Well-Being Department budget each fiscal year. With the support of the Equitable Well-Being team, ERG Leaders will be expected to keep an accurate and up to date account of all monies spent on ERG programs and activities. Please note, the Equitable Well-Being Department will onboard ERGs twice a year to ensure the most equitable funding process is possible. 

Measuring the success of ERGs is crucial for their sustainability and effectiveness. There are several ways to assess the impact of an ERG, including event and/or meeting attendance, number of events and/or meetings hosted annually, feedback surveys, ERG membership numbers, etc. ERGs will be required to submit a quarterly report to the Equitable Well-Being Department with information on membership, events, etc., and also at End of Year with a summary of spending, recruitment, etc. They will receive clear instructions from the Equitable Well-Being team on when and how to submit these. 

Congratulations on making the decision to create an Employee Resource Group! The work you will embark on to inform and inspire others within Durham County is admirable. Some the things to note as you begin this process:

• Read through the Durham County Employee Resource Group FAQs
• Begin working on your ERG mission, vision, and value statements. This will be needed when you fill out the request form to start a new ERG.
• Note: Mission, Vision, and Value statements should align with Durham County’s Strategic Plan.
• Identify your ERG leaders and executive sponsor,
• Note: If you are not sure of an executive sponsor, the Equitible Well-Being staff will meet with you to discuss a potential sponsor; assuming your ERG has been approved.
• Begin to fill out the “New Employee Resource Group Request” form.
   

When preparing to create an ERG, you should identify leadership roles and responsibilities outlining who will facilitate events and activities, who will manage timelines, expenditures, etc., who will keep and distribute meeting minutes (some examples are chair, co-chair, secretary, treasurer, and committee chairs). You should identify who will fill at least three of the leadership roles, and make sure that all key ERG responsibilities are covered by at least one leader.

• Please note, ERG leadership activities are not necessarily included on an employee’s Annual Performance Review unless this has been clearly documented and agreed upon by the employee and their supervisor and included as a Performance Factor.

Each ERG will receive equal funding directly from the Equitable Well-Being Department budget each fiscal year. At the beginning of each fiscal year each ERG will be notified of their annual budget. With the support of the Equitable Well-Being team, ERG Leaders will be expected to keep an accurate and up to date account of all monies spent on ERG programs and activities. Please note, all applications for new ERG’s will be accepted twice per year to ensure the most equitable funding process is possible. Any new ERG applications that we received after these specified application dates may be held until the next funding cycle.

An executive sponsor is a senior leader who can provide policy guidance, advocate on relevant issues, and be a resource for specific events. The Equitable Well-Being Department can help identify and contact department heads and other county leaders to inquire if they would like to serve as ERG sponsors if the ERG has not selected one. 

• Every ERG is required to have an executive sponsor. Executive sponsors are dedicated to a specific ERG to be a contact person who has resources, skill sets, leadership experience, and power. At times, an executive sponsor might speak on behalf of or in support of an ERG.
• Please note, Executive Sponsor activities are not necessarily included on an employee’s Annual Performance Review unless this has been clearly documented and agreed upon by the employee and their supervisor and included as a Performance Factor.

No, an executive sponsor is an ally to that specific group. They have access and privilege to open the door so others can be seen and heard at the table.

Yes, an executive sponsor will need to at least hold the title of Director or above.

Becoming an executive sponsor is at minimum a two-year commitment with an option to continue on a yearly basis or to choose to step down. Should you choose to step down, we strongly suggest you speak with the ERG leadership at least 6 months ahead of time and give recommendations for your replacement. 

• Support the success of the ERG
• Remove institutional barriers for the ERG
• Mentor the ERG leadership team
• Advocate for the ERG at the Executive level
• Helps ensure appropriate resources are available for the group
• Regular communication with Chair/Vice-Chair
• Other responsibilities that the executive sponsor and ERG leadership agree to.