This guide offers examples and key considerations for naming employee resource groups (ERGs) that support employees with disabilities and neurodivergent identities. It explains the difference between disability and neurodiversity and emphasizes the importance of using language that reflects employee preference—whether person-first or identity-first. Drawing from Seramount member examples, such as Abbott’s disABILITY Network, Merck’s capABILITY Network, and Sephora’s SephorAbility, the report encourages organizations to involve employees directly in selecting names that affirm identity, foster inclusion, and reflect company culture.
