Challenge: Fostering a prosperous environment for ERGS Thriving ERGs are woven into corporate culture. For example, new employees at Google know they can make a connection and build their network by joining one or more ERGs. However, you can't force employees to form and participate in ERGs, so, how does HR design and fund ERGs that are meaningful? Similarly, just because employees meet around a particular interest doesn't automatically ERG mean they’ll get ifnancial or other support from HR. program 1 success Best Practice: Drive culture from the bottom up All too often, corporate culture is dictated from the top down. However, the most meaningful corporate cultures are those that develop organically. Empower and encourage employees to identify what is important to them through the ERGs they form, and then foster the values or ideals that are expressed therein—whether it be an entrepreneurial spirit, giving back through volunteer work, expressing creativity, or an active lifestyle. When developed in this manner, the corporate culture will be meaningful to employees, and the ERGs they create will have a higher chance of longevity.