Drawing upon the theoretical concept of social identities, the purpose of this paper is to investigate if an aboriginal employee resource group (ERG) helps to improve connectedness between the participants of the ERG and the organization in a Canadian context.
Qualitative research was used to interview 13 members of this ERG situated within a large Canadian bank.
The ERG created a positive experience for its members. It provided a bridge between the aboriginal identity and the organizational identity. Those who were part of the ERG felt that it encouraged them to bond to their cultural identity and that it also generated affirmative connections to the organization.
For employers seeking a more diverse workforce who have struggled with retaining employees from marginalized groups, ERGs may prove helpful.
This study posits a theoretical perspective of how ERGs are able to connect minority members to organizations through the recognition of dual identities. This is also the first study to examine the benefits of an aboriginal ERG.
McPhee, D., Julien, M., Miller, D. and Wright, B. (2017), "Smudging, connecting, and dual identities: case study of an aboriginal ERG", Personnel Review, Vol. 46 No. 6, pp. 1104-1119. https://doi.org/10.1108/PR-10-2015-0270Download as .RIS
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