An ERG, or Employee Resource Group, is a voluntary, employee-led group within an organisation that brings together people with shared characteristics, life experiences or interests. ERGs are typically supported by the employer and aim to foster inclusion, belonging and professional development.

What is a family and carer ERG?

A family and carer ERG is an Employee Resource Group focused on employees with caring responsibilities — including parents, those supporting ageing relatives, or anyone navigating a significant life-stage change. It creates a space for peer support, shared resources, and advocacy within the workplace.

What is the difference between an ERG, a network and an affinity group?

The terms are often used interchangeably. ERGs tend to be more formally structured with organisational sponsorship and defined goals. Networks are typically lighter-touch communities for connection and peer support. Affinity groups are united by a shared identity or experience. All three can play a valuable role in workplace inclusion.

Why are ERGs important in the workplace?

ERGs help employees feel seen, supported and connected — which research links to higher engagement, retention and innovation. They also give employees a voice in shaping workplace policy and culture, and provide a channel between staff and leadership.

How do ERGs benefit employers?

Well-run ERGs reduce turnover, increase productivity and help organisations attract diverse talent. They surface gaps in existing support — such as caregiving leave or flexible working policies — and feed these insights into people strategy, creating better outcomes for both employees and the business.

How do you start an ERG for working parents and carers?

Start by defining the group's purpose and how it aligns with your organisation's goals. Identify a core team to lead it and secure a senior leadership sponsor. Engage employees across functions and life stages from the outset, and agree on metrics — such as membership growth, policy influence, or member feedback — to measure impact.

Why Cultivating a Family & Carer Community Matters - and How to Do It Right

May 4
3 min read

Two women are talking at a desk in a bright office. One gestures expressively, the other holds a pen. The mood is focused and attentive.

In today’s workplace, five generations can be working side-by-side from Silent Generation and Baby Boomers to Gen X, Millennials and Gen Z, each bringing different life stages, priorities and needs. Gen X may be juggling school-aged children and aging parents, Millennials may be building careers while starting families, and Boomers may be providing financial and caregiving support to both older and younger generations. Or a mash up of all the above. This isn’t just a demographic observation, it’s a strategic reality for any organisation that wants to support everyone’s experience at work.

Communities focused on family and carer, whether called Employee Resource Groups (ERGs), networks or affinity groups aren’t just “nice to have”. They help organisations acknowledge that caring responsibilities don’t stop at the office door. They create space for people who are parenting, supporting relatives, or navigating life-stage changes to feel seen, supported and connected.

Why should this matter to a business?

At the heart of a thriving career ecosystem is a basic human need: belonging. When people feel supported and connected at work, they are more engaged, more loyal and more productive. Employee communities are powerful tools in building this sense of belonging. They create support systems, safe spaces, and professional networks all of which boost individual confidence and performance. In turn creating a greater outcome for your business.

Research on employee communities shows they influence organisational culture in meaningful ways:

ERGs help employees build networks and soft skills that may not be available within their immediate teams.
They support a sense of inclusion and belonging, which is linked to higher retention and innovation outcomes.
Well-run ERGs influence policy, advocate for wellbeing and act as channels between employees and leadership.

For people navigating family responsibilities, whether new parents, those supporting children through transitions, or carers for ageing relatives or other family members, these communities can be game-changing. They validate lived experiences, provide peer support, and normalise conversations that are often siloed or invisible in traditional work structures. They propel your company ahead.

The Business Case: Belonging Boosts Performance

Belonging isn’t just an emotional win, we know it drives business results. Communities that recognise diverse needs send a clear message: this organisation values you as a whole person. That in turn builds trust and loyalty, particularly in a multigenerational workforce where motivations and definitions of success vary widely.

Belonging also enhances retention and productivity. When employees feel their identity and pressures, career, family, caregiving, are recognised and supported, they invest more of themselves in the workplace. This reduces turnover risk at a time when talent competition is intense.

So what does good look like?

If your organisation already has a family or caregiving network, you’re ahead of many, but it’s worth reflecting on performance and impact:

1. Who is it actually serving? Is the group truly inclusive of diverse needs, from individuals thinking about starting a family, parents of young kids to carers and those supporting older or other relatives?

2. Is participation broad or siloed? Communities are most effective when they involve allies and cross-functional representation, not just a subset of employees.

3. Are leadership and HR actively sponsoring and listening? Networks that influence policy and culture and connect back to strategic goals are far more effective than those that exist in a vacuum.

4. Is the community informing action? A network should help identify gaps in support, flexible work, caregiver leave, reintegration conversations and feed these into organisational strategy.

If you’re building a new community, these questions can help shape your approach:

What’s the purpose of the group and how does that align with organisational goals?
Who will drive it and who will champion it from leadership?
How will the group engage people across functions and life stages?

What metrics will define success, membership, influence on policy, member feedback?

How we can support you

Communities are stronger when people feel equipped, connected and listened to. This is why group coaching for returners, leadership workshops, and facilitated sessions on topics like boundaries, confidence, and identity are powerful complements to internal networks. They give employees tools they can use right away, and equip leaders with the insight to support their teams more effectively.

We work with organisations to:

Design and refine family & carer communities that drive belonging and retention
Facilitate group coaching and cohort programmes for working parents and carers
Deliver expert sessions that increase understanding and practical capability