Inside Grubhub's ERGs: How Employees Drive Connection and Engagement

It’s been proven repeatedly that diverse teams perform better.

Not only do diverse teams perform 27 percent better financially, they’re also more creative and are a draw for two out of three jobseekers.  

Companies that value diversity and inclusion often point to programs like mandated unconscious bias trainings, diversity-focused recruitment programs and employee resource groups as core pillars of their DEI efforts.

Take Grubhub, for example.

According to Senior Manager of Employee Experience D’Arcy Andrews, Grubhub has a thriving ERG culture that makes celebrating diversity an important part of the employee experience. 

D’Arcy Andrews

Sr. Manager, Employee Experience • Grubhub

Grubhub is an online food delivery marketplace. 

Describe how your ERGs are structured. What factors, such as steering committees and leadership support, play a role in upholding these groups?

Our employee resource groups are structured to ensure both employee leadership and executive support. Each ERG is governed by three employee co-chairs who are responsible for the group’s day-to-day operations and initiatives around building community and a more inclusive workplace. In addition to our three chairs, each ERG has a leadership sponsor — a member of our Dir+ community — who acts as an advisor and advocate for the group, helping to elevate their mission and address challenges at an executive level. 

All of this is supported by our people experience team who assist the ERGs with essential functions like brainstorming events, managing budgets and providing a consistent framework of tools and best practices for the groups to operate effectively. This collaborative structure ensures ERGs are employee-driven while being strategically supported by leadership and the people team.

How do the company’s ERGs ensure employees play a role in the decision-making process? What opportunities do team members have to share their opinions and ideas about initiatives and policies?

Employee resource groups are designed to give our employees an active and direct role in what initiatives and events we invest in. We do this through employee-led leadership, polling and surveys and direct feedback channels. 

Eligible employees can apply to become an ERG leader (co-chair) during our annual application process. These employee leaders work closely with our executive leadership and the people experience team, ensuring the voice of their respective community is directly represented and considered when developing workplace culture initiatives.

To ensure their work is impactful, ERGs poll and survey their members. This process allows group leaders to gather quantitative data and qualitative feedback from employees about which events or initiatives would be most meaningful and effective for their community.

ERGs act as a consistent, structured channel for gathering employee ideas and concerns. Leaders regularly meet to discuss feedback and develop proposals that are then presented to leadership sponsors and people team, influencing decisions across the organization.

Share examples of some of the initiatives offered by one or more of your company’s ERGs. How do these opportunities enable employees to connect, learn and grow together?

The work of our ERGs is best illustrated by the diverse initiatives they host, which are designed to foster deep connections, mutual learning and professional growth across the company. A recent example comes from our celebration of Hispanic Heritage Month, which was led by our Unidos ERG.

These events built bridges of understanding, allowing employees to learn about all aspects of Latin culture, connect on a personal level with others and grow in their sense of belonging.

I’m so excited for our 2026 programming and the renewed focus on our ERGs and promoting these communities throughout the company.