BRGs

BRGs, or business resource groups, are voluntary, employee-led groups within a company designed to advance professional development, foster inclusive culture, and contribute to business objectives. BRGs typically form around shared dimensions such as race or ethnicity, gender, sexual orientation, disability, veteran status, or other affinities, and they are often supported by an executive sponsor and a designated charter. Membership is open to employees, and groups meet to mentor colleagues, network with peers, advise leadership on organizational issues, and engage with external communities.

BRGs emerged as a staple of diversity and inclusion programs in the late 20th century and have since become common in large corporations and public-sector organizations. Beyond personal development, BRGs may contribute to talent pipelines, employee engagement, supplier diversity, and brand reputation by providing insights into customer segments, markets, and workplace culture. Governance usually includes a steering committee, defined objectives, and an annual budget for events and programs.

Benefits cited include improved retention, greater sense of belonging, enhanced cross-cultural collaboration, and more informed decision-making. Criticisms center on potential fragmentation, unequal resource allocation, or tokenism if groups are not meaningfully integrated into strategy or if participation burdens volunteers. Best practices emphasize clear sponsorship, measurable goals, inclusive membership, and regular evaluation using metrics such as representation, promotion rates, engagement scores, and program outcomes.