2020 Report: Is Your ERG Lead Being Properly Compensated?
Download the Report: 'Are You Paying Your ERG Leads?'
We respect your privacy and won’t spam or share your email.Employee Resource Groups (ERGs) are a hot topic as organizations continue to realize the tremendous impact they have on company culture, policies, products, and overall productivity. When ERGs are empowered, they provide impact across the business and build employee buy-in at all levels. It’s understandable that employees and companies are rushing to create ERGs, affinity groups, DEI committees, and task forces.
It’s exciting when the organization can come together to build robust company culture— especially during these trying times—and ERGs are a key part of this work. In the pandemic-insulated, time-warped, glowing-monitor, work-from-home life, our jobs have somehow become even larger pillars in our lives. Unfortunately, many companies aren’t providing the essential support and budget needed for these ERGs to thrive and make the biggest possible impact on the organization.
This report dives into data, personal anecdotes, and the reality of ERG leadership in our organizations.
The report covers these topics:
Are ERGs Receiving Funding?
What is your ERG’s Annual Allocated Budget?
ERG Leads & Compensation
Is the Future Any Brighter for ERGs?
Who is in the Compensation Discussion?
How to Judge an ERG Leader’s Performance
How To Determine Compensation for ERG Leads
Can We Develop ERGs and Not Compensate Our Leads?
What’s next for ERGs?
“My current organization is in the beginning stages of DEI work, however, as we advocate for more leverage, payment for this work will be a key ask because asking someone to volunteer their time & still maintain their day job is exploitation of their lab”