Advancing Equality, Diversity and Inclusion Through Voice for All: The Role of Employee Resource Groups
研究了员工资源团体（ERG）能否作为发声机制影响组织变革，发现其效果取决于正式与非正式发声渠道、组织支持和ERG自我治理。
Abstract Employee resource groups (ERGs), also known as diversity networks or affinity groups, are becoming an increasingly important element of equality, diversity and inclusion (EDI) management in organizations. They are recognized as a potential voice mechanism for under‐represented employees and some studies highlight cases where ERGs have contributed to meaningful change. However, research examining ERGs through a voice lens offers limited evidence that they consistently function as influential voice mechanisms, and there is little knowledge of why their ability to influence change varies. We address this gap by investigating whether and how ERGs can function as a voice mechanism and the processes and circumstances that affect their influence in organizations. Through a qualitative study involving 36 in‐depth interviews with EDI officers and ERG chairs, we find that ERGs can influence organizational change, addressing both group‐specific concerns and more strategic EDI matters, but this depends on the nature and availability of formal and informal voice channels, organizational support and ERG self‐governance. Drawing on these findings and abductively building on previous conceptual work on employee voice we develop a new model of ERG voice that can inform future research on ERGs and guide workplace practice to improve ERGs’ impact and contributions to EDI.