Workforce Blog: Strategic Role of ERGs in Workforce Development

When the engineering community talks about workforce development, most often the conversation focuses on attracting talented people to the profession, educating and training them, then helping these newly minted professionals transition from school to work.

But just as a company’s best new business prospects are its existing customers, in many ways an employer’s best source of talent is its existing workforce. It is far more cost-effective to retain, upskill, and motivate current employees than to recruit from outside the organization. 

As a global simulation software company that has grown exponentially since our inception more than 50 years ago, we at Ansys believe, and the research shows, that a diverse and inclusive workforce plays a critical role in engaging employees and meeting the challenges of global customers across many markets. Our diversity makes us stronger as a company and for the products we develop and the customers we serve.

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Employers of every stripe—corporate, nonprofit, public, and private—increasingly recognize the value of creating a culture that fosters a sense of belonging for staff at every level of the organization and at every career stage. One of the most prevalent tools in use to foster a sense of belonging is the Employee Resource Group, or ERG. It’s estimated that nine in 10 Fortune 500 companies have ERGs, and more are launching them all the time. 

Though they vary by organization, an ERG is typically a voluntary, employee led group formed around shared interests, identities, or backgrounds. Sometimes called “affinity groups” or “employee business network groups,” they're usually led and joined by employees who share a personal characteristic or affinity—often gender, orientation, or ethnicity, but also religious affiliation, lifestyle, or interest. Employees join an ERG to find support with personal or career development and to experience a safe space where they can express their authentic selves. Allies may also be invited to join the ERG to support their colleagues. 

Ansys was an early adopter of the concept of employee affinity groups, and back in 2017 launched an employee network group focused on supporting professional development and networking for women in tech. From there, a formal ERG program was established in 2020 as self-organized, executivesponsored networks enabling employees with common backgrounds, experiences, and importantly, perspectives, to build communities and inform our business strategies. 

ERGs at Ansys are open to all employees, including allies and sponsors, and we have ERGs in nearly every country where we operate. 

There are currently seven thriving ERGs, including Women in Tech, Ansys Pride Alliance, Ansys Black Employee Network, (dis)Ability Network at Ansys, Veterans at Ansys, Ansys Latino Connection, and our newest ERG, the Ansys Early Career Professionals. 

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These groups engage on a global scale to build communities, provide valuable insight on talent attraction and retention strategies, and generate growth and development opportunities for our employees across the world. Our ERGs also inform our business strategy by completing business impact projects around product design and market outreach. They embody our core values of: Be Open, Be Courageous, Be Generous, and Be You. 

According to Renee DeMay, chief of staff to our CEO and executive sponsor of Ansys Pride Alliance, “ERGs are an integral part of our culture at Ansys and play a vital role in helping to sustain and grow an environment where our employees find community, grow together, and advance our mission. Our ERG leaders in partnership with our executive sponsors have helped employees of all backgrounds and experiences thrive and find opportunities to contribute across our global company.” 

In addition to supporting one another, members of our ERGs help advance our business mission in myriad ways. For example, one impact project spearheaded by our (dis)Ability Network entailed a color vision deficiency usability study, which led to inclusive design recommendations for Ansys products. Another ERG, the Pride Alliance, took it upon themselves to research gender-inclusive restroom best practices, leading to positive changes in Ansys facilities worldwide. 

With several years of experience in ERGs behind us, Ansys is committed to continuing to create and advance a culture of inclusiveness and belonging. ERGs are one of the best ways we have to achieve it. 

Kathleen Weslock is chief human resources officer at Ansys, Inc., a supporter of the ASME Foundation. To learn more about the ASME Foundation’s work to advance equity in engineering, visit asmefoundation.org.