Steve Flores sees the LatinX affinity group at his global law firm as a win-win: it doesn’t just empower participating employees, it also strengthens the firm as a whole.

“Our group helps people connect because creates it a space for people to get to know each other. It benefits them, and it benefits the entire organization,” said Flores, who co-chairs the group and focuses on executive compensation and employee benefits matters at Cooley. “It creates a really valuable sense of community in the professional space.”

Flores’s group is especially relevant with Hispanic Heritage Month starting on Sept. 15, as he believes it’s important for Hispanics to have this type of support in today’s workforce.

“My goal is fundamental fairness — I want to make sure that everybody’s getting an equal opportunity and equal shot to advance their career and to make it within the organization,” said Flores, who also serves as board chair for the Chicago Committee on Minorities in Large Law Firms. “For me, throughout my career, having that resource of people who have been through it has been incredibly valuable.”

Indeed, studies have found membership in affinity groups, employee resource groups (ERGs), and business resource groups (BRGs) have been high over the years — 90% of Fortune 500 companies have ERGs, for instance. And these groups can produce positive results for workers, which is — as Flores noted — positive for the company. One report found higher levels of employee group participation led to a 56% increase in job performance, a 50% decrease in turnover, and a 75% reduction in sick days.

Despite these positive effects, Flores says he’s witnessed a backlash after recent court cases about diversity efforts, such as the 2023 Supreme Court ruling against race-based college admission decisions.

“I’ve seen in the news many large public companies scrapping their commitment to DEI, so I am definitely concerned about it,” Flores said. “Many law firms are still committed to maintaining affinity groups, but we’ve also seen some of the scholarship programs that benefit minority students attacked in court. As a result, many firms are changing their programs in reaction to that type of litigation.”

With that movement in mind, Flores said, affinity groups, ERGs, and BRGs are going to be even more important in helping to create diversity in tomorrow’s workforce.

“Given the Supreme Court decision, we think the pipeline is going to get smaller for minority groups, so it’s going to be even more difficult to have a well-represented workforce — at least at large law firms. And that’s exactly what we’re focused with on in our work on the Chicago Committee,” Flores said.

Affinity Groups, ERGs, and BRGs: What’s the difference?

Employee groups play a crucial role in fostering diversity, inclusion, and engagement within organizations. While they share some similarities, Affinity Groups, Employee Resource Groups (ERGs), and Business Resource Groups (BRGs) each have distinct characteristics and purposes. The following chart outlines key differences among these groups:

Affinity Groups
• Informal and voluntary
• Based on shared interests or characteristics
• Emphasis on social, networking, and professional development
• May lack official company support

Employee Resource Groups (ERGs)
• Formally recognized by the organization
• Often focus on specific demographics
• Typically receive company resources and support
• Combine social aspects with professional development

Business Resource Groups (BRGs)
• Strategically aligned with business objectives
• Often have executive sponsorship
• Emphasize market insights and business opportunities