Final answer:
A criterion for effective Employee Resource Groups as per DiversityInc is for the group to have a formal charter, which sets out its purpose, goals, and structure. Leadership is significant, with various styles impacting the ERG's success, and metrics and goals are important for measuring progress.
Step-by-step explanation:
One criterion for effective Employee Resource Groups (ERGs) as established by DiversityInc is that the group has a formal charter. This charter typically outlines the group's purpose, goals, and structure, which can provide clarity and direction for both leaders and members. In terms of leadership, while the leader of the ERG is not necessarily the CEO or a direct report to the CEO, effective leadership is crucial; this may involve expressive leaders focusing on the group's emotional health and instrumental leaders driving towards results. ERGs often benefit from members who can serve in mentoring roles, albeit this is not explicitly a criterion by DiversityInc. Importantly, ERGs should also consider setting and measuring metrics and goals to track their progress and effectiveness. These practices align with the understanding that the size and dynamics of a group, leadership styles, and the allowance for autonomy all affect group functionality and member conformity.