The latest Epoch ERG/DEIB Roundtable brought together industry professionals to share insights on effectively leading and managing Employee Resource Groups (ERGs). The discussion discussed strategies for measuring ERG impact, re-engaging disengaged leaders, building global connections, and aligning ERGs with business goals.

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👉 Measuring ERG impact and value

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TLDR: Use data-driven approaches to demonstrate ERG value, focusing on metrics like retention, promotions, and engagement scores.

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Strategies for measuring impact

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• Tracking retention and promotion rates: Establish dashboards to monitor member retention, attrition, and promotion rates. ERGs showing higher retention or promotion rates demonstrate clear value to leadership.

• Using NPS and engagement surveys: Conduct regular surveys to gather member feedback, track engagement, and identify areas for improvement, helping quantify ERG's success.

• Demonstrating business impact: Highlight the connection between ERG initiatives and business outcomes, such as mentoring programs that lead to promotions, to showcase tangible ROI.

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👉 Re-engaging disengaged ERG leaders and committees

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TLDR: Regular feedback, recognition, and leadership development help maintain ERG leader engagement.

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Re-engagement strategies

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• Recognition and feedback: Regularly acknowledge ERG leaders' contributions, using feedback templates to recognize their efforts during performance reviews.

• Monthly check-ins and summits: Schedule monthly meetings with ERG leaders and hold quarterly ERG leadership summits to foster collaboration, share best practices, and re-invigorate engagement.

• Collaboration and merging ERGs: Promote collaboration across ERGs and consider merging similar groups to share resources, reduce workload, and maintain momentum.

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👉 Building global connections and inclusivity

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TLDR: Balance global and regional relevance in ERG activities to ensure inclusivity and engagement across all locations.

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Global engagement strategies

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• Hosting global and regional events: Plan global initiatives and region-specific events to accommodate cultural differences and ensure relevance in each location.

• Encouraging regional chapters: Establish regional chapters of global ERGs, empowering local teams to lead initiatives that resonate with their specific cultural context.

• Translating materials for inclusivity: Translate training and event materials into multiple languages to ensure accessibility and engagement from global employees.

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👉 Aligning ERGs with business goals

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TLDR: Demonstrating alignment between ERG activities and business objectives is crucial for securing executive support.

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Business alignment strategies

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• Setting measurable goals: Encourage ERGs to set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) that align with the company’s broader objectives.

• Tracking mentorship and development programs: Monitor the impact of mentorship programs on employee promotions and skill development to showcase ERG contributions to talent growth.

• Using data dashboards: Implement ERG dashboards to track key metrics like membership growth, engagement, and impact on business goals, providing clear insights into ERG value.

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👉 Fostering collaboration and intersectionality

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TLDR: Promote collaboration between ERGs to support intersectionality and lighten the workload.

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Collaboration insights

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• Cross-ERG events: Encourage collaboration on events that address multiple communities, such as joint activities between Women’s and Hispanic/Latino ERGs, to support members with intersecting identities.

• Sharing best practices: Create opportunities for ERG leaders to share successful strategies and initiatives, allowing other groups to adapt and implement them.

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Want to be part of the next conversation?

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