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Learn more Talk to salesThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesBuild talent pipelines, engage candidates with multi-channel marketing campaigns, and use machine learning to automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesCompliment your sourcing and engagement efforts with award-winning lead scoring and advanced campaign personalization.
Learn moreImprove employee experience, retention, and reduce internal talent mobility friction with the iCIMS Opportunity Marketplace.
Learn more Talk to salesModernise, streamline, and accelerate your communication with candidates and personnel.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
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May 31, 2019 
3 min read
There is no one-size-fits-all proposal to create a workplace that’s inclusive of all people with disabilities. Yet there are lessons we can draw from companies – such as Esurance – that have successfully created an environment and culture inclusive to all employees.
Employee resource groups are the backbone of Esurance’s diversity and inclusion efforts. Employee resource groups, also commonly known as business resource groups or affinity groups, are gaining popularity as more companies see their potential. In fact, 90% of Fortune 500 companies utilize employee resource groups because they have a strong track record of success.
The purpose of these groups is for employees with similar backgrounds, experiences, or priorities to come together to address common concerns and support one another. They provide employees with a place they feel safe. This sense of wellbeing can boost job satisfaction and productivity. Resource groups also advocate for disability-related issues, including educating employees and making them aware of the support and resources available to them.
Esurance Uses Employee Resource Groups to Recruit Diverse Candidates
Esurance has a number of employee resource groups, including eBility – a group of dedicated employees from all levels of the organization who either have disabilities themselves, or family members with disabilities at home. The success of these groups is a point of pride for Esurance, whose leadership team is completely bought in on the program.
The group’s aim is to create “an inclusive, barrier-free workplace that’s physically, technologically, and culturally accessible.” In addition, the group promotes leadership and professional development opportunities, with the goal of helping members “reach their full potential.”
Employee resource groups, such as eBility, are also a boon for recruitment. As Kristi Robinson, head of talent acquisition at Esurance says, “We value diversity, and we just don’t say we’re inclusive, we live it. Our TA team is currently partnering with our Employee Resource Groups to get them involved with helping us recruit top talent. We want to have our passionate associates front and center at our recruiting events.”
How Your Company Can Recruit with ERGs
According to research conducted by LinkedIn, the biggest barriers to companies focused on improving diversity are finding diverse candidates to interview and retraining diverse employees. If your business has the same challenges, there’s good news: Esurance’s success with diversity recruitment is replicable.
Getting the Most Out of ERGs
Employee resource groups can be beneficial to employees and your business overall. But the existence of these groups doesn’t guarantee results. Employee engagement and leadership support are the biggest indicators of how successful your company’s ERGs will be. To get the most out of ERGs, employers need to be bought in. That means supporting resource groups by:
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