Employee Resource Groups

An Employee Resource Group (ERG) or an Affinity Group is an employee-led group formed around common interests and backgrounds. For the purposes of this FAQ, the terms Employee Resource Group and Affinity Group are used interchangeably. County ERGs will focus exclusively on protected categories.

King County is committed to supporting equity in the workplace and community by fostering the development of ERGs. ERGs promote equity and social justice, foster employee engagement strengthen workplace effectiveness, improve leadership abilities, and enhance personal and professional growth within King County. The ERG policy establishes the requirements for the creation of recognized ERGs that support King County employees.

Protected category specific ERGs address racism, other forms of oppression and advance the county’s equity and social justice goals. County ERGs will focus explicitly on protected categories set forth in federal, state, and local anti-discrimination laws. ERGs are a tool for employees to build fellowship, leadership opportunities, and to help ensure an inclusive environment where all are valued, included and empowered to succeed.

Employees eligible to participate in ERGs include career service and appointed employees. This includes employees on their initial probation. Limited Temporary employees, Short-Term Temporary employees, and interns.

The Equity, Inclusion, and Belonging team supports Metro ERGs.

The Office of Equity, Race, and Social Justice (OERSJ) provides technical assistance to enterprise-level ERGs, those that are interested in starting an ERG, and approves new ERGs.

ERG members facilitate their own meetings.

ERGs are for employees who are interested in fellowship with other employees who share a similar identity and have a deep interest in making King County government and the community more just and equitable places.

ERGs are a space for professional growth and making a positive difference in the workplace.

ERGs are a space where employees can develop leadership skills.

An employee’s supervisor and/or manager must approve employee participation in ERGs. This form is optional and is to be completed if required by your supervisor. The supervisor and/or manager can limit employee time spent in ERG activities when the operational needs of the department cannot be met without the employee’s attendance during the requested time.

If an employee wants to try out an ERG, they must work with their manager to arrange coverage as needed and permission to attend up to 2 meetings on a trial basis. If the employee wishes to continue attending, the manger must sign the employees ERG participation approval form. Overtime may not be used to support ERG meetings or other ERG activities. If the employee is earning or will earn overtime in the week, the employee will be prohibited from participating in ERGs for the week. Please see page 3, section D of the ERG policy.

The employee should contact the leader of the ERG they are interested in participating in for information about meeting times and group member agreements.

Yes. ERGs plan the agendas for their meetings in advance and have specific goals they are working towards. If you would like to present a topic at an ERG meeting, please contact the ERG representatives to coordinate the best time for you to attend and have your topic incorporated into the agenda.

If you interested in joining an ERG, contact the leader who can provide background and other information in preparation for your first meeting.

Meetings will typically happen once a month with additional meetings at the discretion of the group. ERG participants may use up to 3 hours a month of work time for meetings and other ERG driven activities to further their goals. ERG leaders may use up to 6 hours a month of work time on ERG activities.

The allotted hours include commute time to and from meetings. If more time is needed for a special meeting or commuting purposes, the employee will have to work with their supervisor. County sanctioned events (i.e., recruitment fairs, interview panels, county-sponsored speaker presentations) will not count toward these hours.

Gatherings for social purposes may only take place during time commonly used for meal periods, or before or after worktime. These types of activities and events are voluntary and are not compensated or overtime eligible.

Each ERG will create their own charter, which may include additional requirements for maintaining membership (e.g. terms and expectations for active participation). ERG members are expected to abide by group agreements set by the particular ERG they are participating in.

Yes, ERGs are sanctioned under County policy and meet during work time. Employees may use King County resources like vehicles and email. Employees must follow the procedures within their own department regarding approval processes to use King County vehicles and other King County resources as needed.

Employees are welcome to attend multiple ERGs within the three hours per month employees are allotted.

For Metro ERGs, you will need approval from the Equity, Inclusion, and Belonging team. You can send an email to metroEIB@kingcounty.gov.

For countywide ERGs, submit a proposal to the Office of Equity, Race, and Social Justice.

No. ERG’s purpose and goals must be relevant to advancing broader goals (not personal goals) within King County’s Equity and Social Justice plans.

For consultation on mediation, contact Alternative Dispute Resolution. If you believe you have experienced harassment or inappropriate conduct, please follow the protocol in the Nondiscrimination, Anti-Harassment & Inappropriate Conduct Policy.