The Best Stories and Series of the Movement all in One Place
An 8-part video series that goes deep into the Marks with Henry Kaestner and Pastor J.D. Greear.
Embassy as a Model for a Christian ERG
— by James Bruyn
What makes a Christian ERG unique from other ERG’s is the centrality of the cross. Paul Williams in his book Exiles on Mission suggests that Christian communities like ERG’s could be viewed as embassies carrying the authority of the kingdom in their communal and individual witness while projecting something of the culture of the Kingdom of God. He suggests that God’s sovereign presence is what turns an association of people with certain ideas and practices into an embassy of the Kingdom of God. He suggests that the members of this embassy could be viewed as a royal priesthood (1 Peter 2:9) with a ministry of reconciliation.
An embassy can only exist in a foreign territory if they are welcomed there. In the same way a Christian ERG needs to be cognizant of and respect the conditions under which they are welcomed into the organization. The leadership of the ERG needs to ensure that their activities do not impede corporate objectives or consume company’s resources.
Prayer
A vital devotional and prayer life is not a “nice to have’ but mission critical since an embassy or ERG is an ambassadorial community operating in spiritually foreign territory. Through the life of prayer the Christian ERG can perceive possibilities far better than they can calculate on the basis of their most sober evaluations and judgments. This spiritual practice should include prayer for business objectives. A Christian ERG are men and women of faith who are contributing to the objectives of the organization through the power of prayer.
Contribute to business objectives
Under the guidance of the Holy Spirit an ERG could explore pursuing in community a missional strategy that is aligned with the corporate goals and objectives in partnership with one or more executive sponsors,. This outward orientation should flow from the community’s “upward” orientation to avoid assimilation.
This missional strategy may involve solving real-time business problems which makes the ERG more visible in the organization and excite employees about participating. This might include planning activities that have a direct impact on business operations, talent acquisition and development or workforce diversity and inclusion. This might include service projects that contribute to polishing the company’s brand while allowing members to “pay back” something to their communities. Service activities would also align with millennial values around benevolence. Christian ERGs may also wish to explore collaboration with other ERGs.
Where possible the ERG should annually set objectives in line with the corporate objectives and establish SMART goals. In line with the corporate performance evaluation process, the ERG should evaluate their activities each year and report to their executive sponsor measurable outcomes. These objectives should go beyond the business work that would have been done by individual employees had the ERG not existed. For example if a current corporate need is supporting single parents having challenges with a COVID school year, this could be a specific effort envisioned and coordinated by the ERG. ERGs that help the business succeed should get recognition and support from business executives which should, in turn, lead to more developmental opportunities and visibility for the members of the ERG.
Engage in the Stories and Culture of the workplace
Everything an ERG does should deliberately and thoughtfully engage the stories and culture of the workplace. The stories of which an ERG finds itself in include both the story of God and stories of the corporate culture in which that story is to be told. These story’s help the members of the ERG see their lives as a connected, meaningful existence in which God’s will is mixed with their free will in ways which demonstrate purpose.
When a Christian ERG comprehends the culture of their organization then they should be able to communicate with it in ways that will be both prophetic and redemptive. Just as ambassadors show respect for their host company, so also Christian ERGs should be marked by respect for their company, and the deepest expression of this respect is love. With a posture of love, God can use a Christian ERG to reveal his power to the leadership of the organization, and to bring blessing to the people who work for the organization. With a posture of love, ERG’s can promote right relatedness with God, coworkers, customers, and creation. This posture of love may look like treating all coworkers as if they were Christ in a spirit of hospitality. Or it may look like celebrating with joy the sheer existence of each coworker, manager, customer as a unique beautiful and worthy instance of God’s creation without regard to their moral quality or spiritual maturity.
Opportunities facing ERG’s
Some of the challenges facing ERG’s include:
Community is not a next generation value
For many people community is defined by projects, values and interests.
People will commit to an ERG when the perceived identity or values of the ERG are aligned with their values or identity. Otherwise they may just check it out, and then drop out.
While larger organizations are beginning to realize that employee retention, productivity and well-being are linked to respecting expressions of faith in some form in the workplace, many organizations have not embraced a public commitment to inclusive, faith-friendly workplaces.
As corporate business and employment models change in response to new technology and other global events (e.g. pandemics) the ERG also needs to respond. A Christian ERG could explore how they can model a leadership role during these seasons of change as opposed to be a being a passive participant.
Bibliography
Paul Williams, Exiles on Mission (Baker Publishing Group, xxxx Kindle Edition), 101-102.
Theresa M. Welbourne, Skylar Rolf, Steven Schlachter The Case for Employee Resource Groups: A Review and Social Identity Theory-Based Research Agenda (CEO Working Paper Series, Nov 2016),
ERGs Come of Age: The Evolution of Employee Resource Groups (Mercer, January 2011),
Brian J. Grim, Melissa E Grim, Measuring the Fortune 100’s commitment to religious inclusion (Religious Freedom and Business Foundation, 2020) https://religiousfreedomandbusiness.org/wp-content/uploads/2020/02/REDI-Index-2020-FINAL.pdf
To view all footnotes, please refer to this document.
Related articles
Featured
Workplaces that eliminate email notifications, discourage out-of-hours communication and reduce email volume, save money and improve efficiency. When individual workers process their inbox less often, rather than continuously, they experience less stress without losing responsiveness.