Intern Insights:
The Importance of
ERGs in Building a
Great Workplace Culture

4 Nov 2022 Read time: 7 minutes

A key highlight of joining UKG is the ability to collaborate and perform alongside amazing U Krewer’s who are fully engaged and committed to upholding our award-winning company culture. We are united, kind and growing.

As an intern for UKG’s Marketing team, I can participate in projects and work closely with fellow colleagues located all around EMEA, and in the US, learning and evolving from a diverse group of individuals. Moreover, I have been encouraged and learnt from many coaches and mentors both within and outside my field to further my knowledge and growth.

The same ethos can be applied to our initiatives and groups, born from our workplace culture and spirit of belonging. Notably, our efforts into DEI&B (Diversity, Equity, Inclusion & Belonging) and ERGs (Employee Resource Groups) help us to capitalize on making UKG a great place to work.

I’m confident if we embrace DEIB at the highest levels, we’ll meet those goals and objectives together.

Brian Reeves
EVP Chief Belonging, Diversity, and Equity Officer

What is an ERG?

Employee resource groups are voluntary, employee-led groups formed around a shared characteristic such as gender, ethnicity, or a disability. Their purpose is to harness the power of belonging in service to an organization’s people, the company, and the community at large. You do not have to share the identity or have direct experience to join one of these groups. In fact, it’s strongly encouraged to participate as an ally: joining an ERG in support of your colleagues. It’s beneficial to both you and the organization to expand your knowledge and understanding.

ERGs are at their best when they include a diverse group of participants.

The Importance of DEI&B and the Benefits of ERGs

One of my favourite sentiments which can advocate for UKG’s wonderful culture is that everyone is treated as an equal. Foundationally, I am given the same roles and responsibilities as a long-term employee would, despite being a temporary intern, and I truly feel welcome and integrated into the marketing team. In the same way, this sense of belonging is unified with all elements of the organisation.

This includes our committed DEI&B program: true success is cultivated when we can act as our whole selves the same way at work as we can at home or with our friends, and we share in likeness our goals and concerns. Here, at UKG, our inclusive environment where differences are respected, helps to unlock our innovative spirit. For certain, as an aspiring fiction writer, I have even been gifted this opportunity to foster and diversify my skills by writing this blog!

Moreover, UKG is continuously working to build a diverse talent pipeline and actively make a difference in communities through participation in diverse employee resource groups.

ERGs can assist companies in accomplishing goals, because, fundamentally, employees work at their best in environments where they feel valued. For example:

They can improve working conditions for alienated employees: working from home has its disadvantages, but ERGs can be hubs to make employees feel connected with the organization and each other.
Likewise, they contribute to personal development. ERG events and talks from speakers who have faced adversity can help encourage employees undergoing those same hardships and provide guidance. These talks can provide tips for individual employees to strengthen their processes and workflows. They can also instigate networking and help support emerging talent.
They work to elevate voices and experiences by building a safe space for employees. Conversations can proceed freely. This can bring forward new ideas, develop discourses and eventually can drive innovation.
On that note, they can tackle company-wide challenges. ERGs look at systems from a different perspective—a human perspective—as they are there to improve employee experience. Topics and issues may be addressed which may be difficult to surface elsewhere.
The existence of ERGs can also push employees and leaders to make a difference. In these spaces of belonging and allyship, they can also drive members to band together to tackle fellow social issues and highlight the importance of them.

The ERGs at UKG

We have eight employee resource groups (ERGs) here at UKG available to our U Krewers to help build awareness and take action both within and outside of our walls. All our ERGs operate within guiding principles which align to our UKG Values and Behaviours.

ADAPT: Accessibility and Disability Allies Partner Together. For people of all abilities to feel supported, to spread awareness about disability and accessibility, and embrace a culture that’s considerate of everyone.
AsPIRE: Asians and Pacific Islanders Raising Equity. To empower U Krewers and embrace inclusivity and solidarity through our unified efforts of delivering equity, equality, excellence, empathy, and education.
BUILD: Black U Krewers in Leadership and Development. To foster inclusion and advancement for black employees at all levels and transform the tech industry so that it reflects the diversity of its users.
CARES: Cancer, Awareness, Resources, Education & Support. A vision to foster a community where U Krewers do not have to walk alone in the cancer fight.
FIRE UP: Female Inclusion, Resilience, and Excellence Up. Cultivating an inclusive and supportive community of change through the power of growth, allyship and networking to advance equity for all women.
PRIDE: For LGBTQ+ employees and allies. Celebrating our lesbian, gay, bisexual, transgender, queer/questioning, non-binary, intersex, and ally (LGBTQ+) employees at UKG.
UNIDOS: Means united in Spanish. With unity as its central focus, their vision is to foster connection as we celebrate Latinx/Hispanic heritage.
VETS: For military veterans, their families and friends, along with UKG colleagues and supporters. Its mission is to continue exemplifying service to our fellow Veterans, both within UKG and the community.

Our ERGs are open to anyone and everyone at UKG. We invite everyone from all communities, whether you personally identify, want to be an ally, or would simply like to know and understand more about the specific experiences, needs and reasons this group and others like it are needed.

A Dive into UKGs FIRE Up

I was lucky to be able to join one of our ERG’s, FIRE Up, and connect in the conversations which help empower, enable and improve networking to advance equity for all women in the workplace.

On the 13th of September 2022, UKG hosted “Finding your voice in a male-dominated environment” with Pat Wadors, Chief People Officer, and the FIRE Up EMEA team. A passionate advocate for DEI&B, Pat is excited to partner with Brian Reaves as we continue to embed Belonging, Diversity, Equity, Inclusion and Belonging across UKG. She was joined by Nicole Bello, GVP Sales-EMEA, an executive sponsor of FIRE Up.

From launching in June of this year, FIRE Up’s first town hall in EMEA sparked insightful discourse, with the session discussing prominent challenges for women in the workplace. It was also my first event. It explored why discussions, support and ERGs are so important, and, most importantly, how to become your most authentic self.

As a woman who is still in the process of understanding and challenging herself in the world of work, I would like to briefly underline some key takeaways that touched home.

Key Takeaways: Finding your voice

First, be your most authentic self. Just be you. Don’t wait to be the best and most authentic version of yourself, both at home and in the workplace. What does authenticity mean? It’s being true in your own way and own words. Pat expresses the importance of being clear in your communication, both at home and at work—from anything to asking questions if you are truly unsure, which I do a lot! It amplifies trust that you are genuine and reliable to everyone around you.

Make your voice heard. Pilot to raise your voice and feel more confident when you walk out of the room. Once you gain the confidence to come into yourself, it's much easier to take ownership of your ideas, and I’m still taking this step. Additionally, I can reinforce what Nicole recommends: seeking feedback about how to better convey your ideas, as we proceed to learn how to empower our voices.

Seek coaches and mentors. Become a better you and invest in yourself. Becoming confident and owning your most authentic self is hard. So, seek feedback regularly, with a coach and a mentor, it’s a huge gift! Reach out to people and ask for their experience; see how you can apply it or innovate to meet challenges.

I’m the same person, but granted, I’ve learned how to be that person. So, it’s a journey.

Pat Wadors
Chief People Officer

All organisations should grant their employees with exposure to systems, spaces, and resources which support them in all ways necessary to let them thrive as professionals, and people.

Thank you for taking the time to read my blog—Annie!