2021 ERG Survey for Lead Compensation
Employee Resource Groups (ERGs) remain a key component in building a healthy company culture. They are a business imperative that have a dramatic impact on employee happiness, engagement, and productivity. When ERGs function well, they:
Boost retention
Raise brand perception and voice
Support recruitment of underrepresented groups
Drive innovation
Support profitability
Consequences such as burnout, frustration with C-suite and internal leadership, feeling othered, neglected, isolated, and suffering poor mental health can come as a direct result of not paying your ERG leads. These consequences will lead to issues with any employee, from productivity to retention, but they are multiplied for ERG leads who are likely to be culture and thought leaders in organizations.
“We found that only 5.56% of surveyed organizations are currently paying their ERG leads.”
A core component of The Rise Journey’s mission is building empowering organizational culture, making research such as this a priority. In 2020, we conducted a survey to unveil the realities of ERG leadership in our organizations and to understand how organizations support and compensate ERG leads. We shared the results in April of 2021 in a report titled, Are You Paying Your ERG Leads?
Unfortunately, many companies aren’t providing the essential support and budget needed for these ERGs to thrive. We found that only 5.56% of surveyed organizations are currently paying their ERG leads. With that said, 28.4% of the HR professionals surveyed say that their organizations, while not currently paying ERG leads, are considering some form of compensation in the future. Also addressed in the report is who should be involved in the compensation discussion, how to judge an ERG leader's performance and how to determine compensations for ERG leads and more.
Calling all HR Professionals, ERG leads and participants!
We are now rolling out our second survey to help us continue to analyze the state of ERGs in the workplace, also sometimes referred to as Business Resource Groups (BRGs), and Affinity Groups. In order to continue our research, we need insight from HR professionals on the ground, from the office, the couch, the coffee shop, wherever you might be working from. If you could please give 4-6 minutes of your time to complete the below survey and assist us in identifying the areas in which ERGs are thriving, lacking, and how we can shift the landscape.
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