EngineerHer

So, last week’s post proved engaging – or at least lots of people were interested, given the messages I’ve been getting. So we’re going to dive in this week and see how do you go about setting up a women in engineering ERG. Spoiler alert: most of these step will probably also work with non-women in engineering ERGs as well…

In the last post, we explored the power of Employee Resource Groups (ERGs) and how they can support women in engineering through personal development, mentorship, and career growth. But what if your organization doesn’t have one?

The good news is: you can start one.

Whether you’re part of a small company or a global enterprise, launching a Women in Engineering ERG can be a game-changer—not just for you, but for future generations of engineers. Here’s a practical, step-by-step guide to help you get started.

Step 1: Define the Purpose and Vision

Before you rally support, get clear on why you want to start this ERG. What challenges are you trying to address? What opportunities do you want to create?

Ask yourself:

• What do women in engineering at my company need most?
• How can this group support personal and professional growth?
• What kind of culture do we want to build?

Draft a mission statement that captures your vision. For example:

“To empower, support, and advance women in engineering through community, mentorship, and advocacy.”

Step 2: Build a Core Team

You don’t need a crowd to start—just a few passionate people. Look for:

• Women engineers across different levels and departments
• Allies who are committed to inclusion
• Someone from HR or DEI (Diversity, Equity & Inclusion) who can help navigate internal processes

This core team will help shape the group’s structure, goals, and early activities. And – frankly – prove there’s interest in the group!

Step 3: Get Leadership Buy-In

Leadership support is critical for long-term success. Prepare a short pitch that outlines:

• The business case for supporting women in engineering
• How the ERG aligns with company values or DEI goals
• What you need to get started (e.g., time, budget, visibility)

If possible, secure an executive sponsor—a senior leader who can advocate for the group and help remove roadblocks. “Executive” might not seem achievable. But at the very least, get someone on the leadership for your site/ office/ factory engaged in this process.

Step 4: Set Goals and Plan Activities

Start with a few clear, achievable goals for your first year. These might include:

• Hosting quarterly networking events
• Launching a mentorship program
• Organizing a speaker series or panel discussion
• Creating a resource hub for women engineers

Balance quick wins (like a kickoff event) with longer-term initiatives (like influencing hiring practices or career development programs). Honestly – a meeting room with tea/ coffee and nibbles is a great way to start. Or even grabbing a cuppa at a specified time in the canteen… starting small is a brilliant idea and helps get people involved at a low pressure event.

Step 5: Create a Communication Plan

Visibility is key. Use internal channels to spread the word:

• Company newsletters
• Intranet or employee portal
• Slack or Teams channels
• Department meetings

Make it easy for people to join and participate. Consider creating a simple sign-up form or mailing list.

Step 6: Launch with Impact

Plan a kickoff event that sets the tone. This could be:

• A panel featuring women leaders in engineering
• A fireside chat with your executive sponsor
• A networking lunch or virtual coffee session

Use this event to share your mission, introduce the team, and invite others to get involved.

Step 7: Measure and Celebrate Progress

Track your impact with both qualitative and quantitative metrics:

• Number of members and event attendees
• Feedback from participants
• Stories of mentorship, promotions, or increased engagement

Share wins with leadership and the broader company. Celebrate milestones and recognize contributors.

Step 8: Evolve and Grow

As your ERG matures, consider:

• Partnering with other ERGs (e.g., LGBTQ+ or multicultural groups)
• Expanding to include allies or other underrepresented genders in engineering
• Hosting cross-company events or joining external networks

Stay flexible and responsive to the needs of your members.

What are you waiting for?

Starting a Women in Engineering ERG might feel daunting—but it’s also incredibly rewarding. You don’t need to have all the answers. You just need to care enough to begin.

By creating space for connection, growth, and advocacy, you’re not just supporting your peers—you’re shaping the future of engineering.