Language evolves as new ideas emerge and take shape, and then we create new language to express those ideas. In the corporate world, the names we give to employee-led groups have evolved over fifty years to several standard options, and many others which reflect their unique company cultures.
Employee Resource Groups, or ERGs, have roots in the early 1970s at Xerox, when Black employees came together to form the National Black Employees Caucus. Their purpose was to drive belonging, equity, and influence inside a company at a time when corporate America had little structure for such dialogue. Over time, other organizations replicated the model, creating groups that supported women, LGBTQ+ employees, veterans, employees with disabilities, and countless other communities.
The term “Affinity Groups”, long used for advocacy and community groups, was popular in early adopting companies. By the late 1990s, practitioners introduced a language shift from “Affinity Groups” to “Employee Resource Groups.” The former implied social connection, while the latter suggested broader value to the organization through being a resource to and for employees. A third term, “Business Resource Group” (BRG), was added to signal an even stronger emphasis on tying group activity directly to business outcomes.
Functionally, Affinity Groups, ERGs, and BRGs frequently connect employees across the silos of levels, business units or departments, and geographies. Companies may also have “Councils”, which have more formalized structures tied to business goals and are typically comprised of a cross-functional team of business leaders within a single department or function (e.g. Retail Bank Employee Council, Manufacturing Council, etc.).
There was a notion for many years that all groups should aspire to evolve from Affinity Groups to BRGs as this meant they were more valuable and making greater impacts. Now, most practitioners agree that not all groups need to operate and serve members in the same way; they share the DNA of employees coming together to create community, shape culture, and influence organizational outcomes.
The Many Names of Employee-Led Groups
With 20 years of working with groups in companies of all sizes and industries, I’ve seen how names shape perception, which then drives access to resources – and shapes outcomes.
When a group is called an “Affinity Group,” it is often perceived as a social club, a place to connect with colleagues who share lived experience. Leadership structure and event or meeting frequency may be less formal. When it’s called an “Employee Resource Group,” leaders tend to expect alignment to broader talent and culture goals. A leadership team or board will be selected or elected to manage the group’s activities, and there may be expectation to meet and report periodically with senior leaders or organizational partners. When it’s labeled a “Business Resource Group,” the group is expected to influence customer strategy, product development, and market reach. Leaders from the respective business line or department will lead the BRG, and are expected to measure and report back on progress towards formal goals. The group’s intentions are often the same—community, connection, and impact—but the organization’s language frames expectations differently.
There is no single standardized model or criteria that dictates what groups must be called. Instead, naming conventions evolve out of organizational culture, leadership mindset, and historical context. Today, you’ll see:
- Affinity Groups – Less common but still in use, may indicate groups with a focus on belonging and community.
- Employee Resource Groups (ERGs) – The most common term, emphasizing the role of these groups as resources for employees and the company.
- Business Resource Groups (BRGs) – Groups with an explicit charge to influence strategy, growth, and market opportunities.
- Networks or Employee Networks – Sometimes used interchangeably with ERGs, often emphasizing connection across geographies or functions.
- Councils – Typically cross-functional bodies focused on advancing specific business or DEI goals at a business unit, regional, or enterprise level.
Some organizations have multiple types of groups coexisting at once—for example, both Affinity Groups and ERGs, or ERGs alongside Councils. Others have chosen to reflect their company language in the naming, such as “Colleague Resource Groups”. The important takeaway is that nomenclature reflects both the intent of the group and the expectations of its role in the business.
Why Naming Matters
Names can carry weight and drive resourcing. A group called an “Affinity Group” may not receive the same budget, executive sponsorship, or organizational influence as one called a “Business Resource Group.” Yet, that doesn’t mean one is more valuable than the other. Those perceived as social connection groups are vital in fostering belonging, and frequently create a ripple effect of impacts across their organizations.
At the same time, when the goal is integrating employee-led efforts into business strategy—whether that’s shaping products for diverse markets or improving retention—organizations often look to the framing of “Resource” or “Business” to signal alignment.
Ultimately, the name sets a tone for how the group is viewed inside the company: Is this a safe space for employees? A leadership pipeline? A driver of customer growth? In reality, most groups are all of the above.
GEN’s Perspective
We recognize that every organization uses its own language. For consistency across our programs and writings, we use the terms ERG and Council to represent the full spectrum of employee-led efforts. By using consistent terminology, we aim to create an “easy read” for learning and sharing, while acknowledging the unique naming decisions each company makes.
The Future of Naming
As the world of work continues to evolve, so too will the names. Some companies are experimenting with new framing like “Communities of Practice” or “Impact Groups.” These shifts reflect an ongoing journey of expanding beyond advocacy to measurable business and societal impact.
What’s in a name? History, intention, and aspiration. Employee groups are about people coming together with purpose, and the language we use should reflect both their humanity and their impact.