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Did you know that Employee Resource Groups (ERGs) can help companies bring in diverse talent? One of the best ways they do this is through mentorship programs for college students. When done right, these programs open doors for both students and businesses, creating a win-win situation. The business benefits of mentoring college students include building a talent pipeline, improvement of employer branding, enhancement of employee engagement and retention, leadership development, and succession planning. One of its most significant benefits is the increase of diversity among employees in a company. About 90% of Fortune 500 companies have ERGs that foster diversity among their employees, as it was statistically proven that diversity is linked to higher ROI (Mckinsey, 2015).
What are ERGs, and Why do They Matter?
The very first ERG was developed in 1964 during the Civil Rights Movement in the United States when Joseph Wilson, the CEO of the Xerox Corporation, and his black workers organized a caucus to discuss race-based discrimination in the workplace. According to The Oxford Review, an Employee Resource Group (ERG) is a voluntary, employee-led group within an organization that promotes a shared interest, identity, and affiliation, often focusing on aspects of diversity, equity, and inclusion (DEI). ERGs exist to support diversity and inclusion, working closely with HR and other departments. Companies back them with funding and policies to help them make a real impact.
In context, for example, Johnson & Johnson has 12 Employee Resource Groups (ERGs) that connect and engage people throughout the firm to help them reach their full potential, build relationship capital, and foster an inclusive workplace and culture. This year, the corporation intends to have 50% women in management globally. While in America, the organization aims to achieve 35% ethnic diversity in managerial roles (Deady, 2024).
The Power of Mentorship in Recruiting Diverse Talents
Mentorship plays a huge role in making workplaces more inclusive where every employee, regardless of their background, feels more empowered to contribute their best work while being their most authentic selves. ERGs can be tapped by HR during initiatives like mentorship for college students to help devise strategies for recruiting diverse young talents. They can help in organizing purpose-driven mentorship programs to provide a platform for employees to connect across different levels of the organization and also encourage more hires in the future. It can also benefit its members by helping them develop strategic plans aligned with the organization’s goals, purpose, and vision.
An ERG-led mentorship offers a chance to recruit people from different backgrounds, which helps build a diverse talent pipeline for companies. It also helps in providing supportive networks, guidance, and career development opportunities for individuals from underrepresented backgrounds. One great way to do this? Partnering with Historically Black Colleges and Universities (HBCUs). According to Forbes, this strategy not only helps businesses tap into skilled talent but also reduces financial barriers for students. It’s a win-win!
How to implement a mentorship program for diverse recruitment
Are you looking to start your companies’ mentorship program with the aim of increasing diversity within your organization? You can start by implementing the following steps:
ERGs aren’t just about diversity—they help companies grow, innovate, and create a strong culture. And when you add mentorship into the mix, everyone wins. Diversity-focused mentoring programs may be the first step toward meaningful change in your business.
Wanna make structuring of your mentorship program easier? KAN can help! We are a thought leader in diverse recruiting and helping businesses connect with fresh and young talents. Join our network and accelerate your company's growth, NOW!
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