An employee resource group (ERG) is a group run by employees who share an identity or experience, backed by the company. Joining one is usually worth it. Leading one can be too: it builds community and can change things for the people who come after you. Just go in knowing that it usually doesn't count toward your promotion, so you can choose it on purpose and plan around it.
The problem: non-promotable work
Researchers call tasks that help the organization but don't count in reviews "non-promotable work". Studies by Linda Babcock and her co-authors, written up in the book The No Club, found that women are asked to do this kind of work more often than men and say yes more often. Running an ERG, planning the heritage month event and sitting on the diversity committee usually fall into this bucket.
None of that makes the work less valuable. It means the time is real: every hour spent booking a speaker is an hour not spent on the project your promotion case depends on. Knowing that up front lets you decide how much to give and when.
Join for what it gives you
Being a member costs little and can pay off:
- People who share your background and know how the company really works
- Senior leaders you would not otherwise meet, including possible sponsors
- A place to ask about pay, levels and managers
- Early word on open roles and teams that are good to work on
You can get all of this without holding a title in the group. See which companies have a Latinx ERG.
Before you say yes to leading
Ask these first, and get the answers in writing:
- Will it count in my review? Ask your manager to add it to your goals and to say how it will be weighed. If the answer is "it's extra", treat it as extra.
- Is it paid or recognized? Some companies pay ERG leads a stipend or bonus, or grant equity. Ask HR what yours does.
- How much time, and what comes off my plate? Agree on hours per week and what work you will drop to make room.
- Who is the executive sponsor? A sponsor who will speak for you at promotion time is the best thing a lead role can give you. If there is no sponsor, ask for one before you start.
- How long is the term? Pick an end date, like one year, and a co-lead to share the load.
Make it promotable
If you do lead, shape the role so it shows the skills your next level asks for:
- Choose work with business results: hiring, retention, product feedback from Latino customers. Measure it.
- Own a budget and report on it. That is leadership scope you can point to.
- Present results to executives yourself. Visibility is the point.
- Write it into your promotion packet in the language of your level guide: scope, impact, influence.
- Hand off the logistics. Booking rooms and ordering food should rotate, or go to a paid coordinator.
Yes or no, make it your choice
If the work matters to you, do it. Plenty of Latinas lead ERGs because they want the next person to have it easier, and that is a good reason. Decide how much time it gets, and keep your promotion work protected alongside it.
You can also care about the community and decline. "I can't take that on this half, I'm focused on my promotion" is a full answer. Suggest someone who would benefit from the visibility, or offer one small, bounded thing instead. There is more on protecting your time in advice for the workplace.
Further resources
- Latinx ERGs at companies, each checked against a public source
- Career growth and leadership resources for Latina engineers
- Communities for Latina engineers, for support outside your company