Anyone at your workplace can join, and having a mental health condition is not required. These groups are open to anyone who wants to learn, support coworkers, or help make the workplace more inclusive. Participation is flexible. Some people attend meetings, join discussions, or help organize activities. Others simply observe and connect when they feel ready. The goal is to provide a supportive environment for everyone, regardless of experience with mental health challenges. 

Getting involved usually starts by reaching out to HR, an ERG coordinator, or the Employee Assistance Program. Involvement can take many forms depending on comfort and interest. Some people attend regular meetings or workshops. Others join smaller peer support circles or one-on-one conversations. Some help organize events, research resources, or contribute ideas for group activities. Others simply observe and benefit from the discussions. Participation can be occasional or more regular. The main focus is connecting with colleagues, sharing experiences safely, and learning about workplace resources and strategies to support mental health. 

Being part of a group can provide personal and professional benefits. Many members feel more connected and supported and less isolated. These groups give a safe place to talk about challenges, ask questions, and learn about workplace resources. Participation can also help develop leadership or organizational skills and give employees a chance to make the workplace more inclusive. Joining can help normalize mental health conversations and reduce stigma for everyone. 

If your workplace doesn’t have a group, it helps to start small. Connect with a few coworkers who are interested and talk about what the group could do. Outline the purpose, suggest ways to meet, and start simple, like informal lunch conversations or virtual check-ins. Bringing HR or leadership into the conversation can help provide resources and visibility. They don’t need to run the group but can support logistics, meeting space, or promotion. Smaller companies without a formal ERG structure can start a peer support network or informal interest group. The key is creating a safe and confidential space, even if meetings are occasional. Over time, the group can grow and influence workplace culture. Resources like Mind Share Partners’ guide and NAMI-NYC ERG Landscape Report provide practical advice on launching and structuring a group in any size organization. 

Groups give employees a place to meet coworkers who understand workplace challenges. Conversations often include sharing experiences, learning about resources, and exchanging advice. Some groups work with leadership to suggest improvements to programs or policies. Peer support networks are usually smaller and more informal, with one-on-one conversations or small group discussions where employees can offer guidance and encouragement. All participation is meant to be confidential and supportive. 

Topics often cover workplace stress, coping strategies, mental health resources, and ways to improve programs or policies. Conversations may explore how workload, culture, or benefits affect well-being. Peer support networks usually focus on personal experiences and practical tips. Confidentiality and mutual respect are key to making everyone feel safe to participate. 

ERGs tend to focus on awareness and shaping workplace practices. They might host workshops or provide feedback to leadership. Peer support networks focus on personal connections and informal conversations in smaller settings. Both provide support, but ERGs reach more people and affect broader organizational practices, while peer networks focus on direct employee-to-employee support. 

Groups help make conversations about mental health normal and reduce stigma. They can highlight gaps in programs or policies and offer suggestions to leadership. Even small contributions, like sharing coping strategies or connecting coworkers, can improve day-to-day well-being and foster a workplace culture that values mental health. 

Start with informal conversations with coworkers who are interested. One-on-one check-ins or small group discussions are a good way to begin. The focus is on creating a safe space where people can share experiences, ask questions, and offer guidance without pressure. Over time, these networks may connect with larger ERGs or collaborate on broader initiatives. 

• Guide to Building a Mental Health Employee Resource Group — Health Action Alliance 

• Mental Health Employee Resource Group Landscape Report — NAMI-NYC 

• How to Form a Mental Health Employee Resource Group — Harvard Business Review (HBR) 

• Establishing an Employee Resource Group for Mental Health — Right Direction 

• Build an Impactful Mental Health ERG — Mental Health America (MHA) Toolkit 

• Creating an Employee Resource Group for Mental Health – Mind Share Partners 

• Mental Health Toolkit for Workplaces and ERGs — Erika’s Lighthouse 

• ERG Playbook & Toolkits — ERGs Center 

• 2025 ERG Survival Guide — Seramount 

• ERG Toolkit — Inclusion247