The City of Vancouver’s Employee Resource Groups (ERGs) bring together employees who share a common identity and experiences. Employee Resource Groups support a culture of inclusion and further our organization’s for an inclusive and welcoming work environment.
Contact equityoffice@vancouver.ca if you have any questions or if you are a City employee who wants more information.
What are Employee Resource Groups (ERGs)?
Employee resource groups:
are voluntary, employee-led groups that come together around shared identities and experiences
provide spaces where employees from marginalized groups can come together for social connection, sense of community, networking, and mutual support
formalize the connection between City’s leadership and staff from marginalized groups, building relationships and channels for two-way exchange and co-creation of solutions
foster inclusive and supportive work environments
advance equity and decolonization within the workplace
ERGs first emerged in workplaces after the 1960s race riots in the US. They were spread around the world by way of multinational corporations. ERGs are now common in many Canadian organizations, including municipal governments. They go by many names including affinity groups or diversity networks. ERGs are recognized as a best practice to support a diverse and inclusive workplace.
Employee Resource Groups at the City of Vancouver (listed alphabetically):
Black Staff
Caregivers
Employees with Disabilities
IBPOC Connect
Indigenous Staff
Korean Staff
Muslim Staff
Queer Change Makers
QTBIPOC Network
Trans, Gender diverse and Non-binary Employees
Women in Operations
Women in STEM
Women Planning in Colour
If you are a City of Vancouver employee who shares an identity with one of these groups and you want to join, contact equityoffice@vancouver.ca.
Benefits to staff
A place to be yourself at work, to be understood and problem solve common challenges
Exposure and visibility to City leadership and channel for elevating ideas from the margins
Leadership development, new sets of skills and knowledge
Opportunity to network, find mentors and mentor others
Opportunity to positively impact your work environment
Benefits to City
Sense of belonging and community among staff, with positive mental health outcomes
Empowerment and employee engagement, resulting in retention of under-represented groups
Organic identification of internal talent and channels for developing diverse leaders
Interdepartmental networks of connection and the breaking down of silos
Infrastructure for timely outreach to specific groups of staff to access innovative ideas, community networks, and knowledge grounded in relevant lived experiences.
