Rising Interest for the State of the ERG Report
The concept of Employee Resource Groups (ERGs) has surged to the forefront of organizational development, ushering in a new era of inclusivity and employee engagement. These voluntary, often employee-led collectives have become powerful catalysts for change, providing a safe haven for people who share common interests, experiences, or backgrounds within a larger workplace community. The impact of ERGs on organizations is profound, promoting diversity and inclusion, creating a sense of belonging, and ultimately enhancing workplace productivity. The need for ERGs became increasingly evident as organizations, like yours, have sought ways to address the evolving dynamics of the modern workforce, where diversity and inclusion are no longer just buzzwords but crucial components of success.
Recognizing this demand for valuable insights and data, The Rise Journey embarked on an endeavor to benchmark and chart the course of ERGs and their influence through the “State of the ERG Report.” Initially launched in 2020, the report garnered attention, but with around 100 organizational downloads, its reach was relatively modest. The subsequent year, 2021 report, marked a notable increase with around 300 organizational downloads, signifying a growing curiosity and awareness around the value of ERGs. However, it is the data from 2022 that truly underscores the monumental surge of interest in ERGs and lead compensation. The 2022 State of the ERG Report achieved astronomical popularity, amassing an astonishing 600 downloads so far in 2023. So, as we prepare the fifth annual report, new insights and research must be gathered in order to provide the most valuable and accurate benchmarking data for organizations. This is why contributions to the ERG lead compensation survey are so valuable, but let’s explore how.
How the Data for the Annual ERG Report is Collected
Data for the Annual State of the ERG Report is sourced primarily from surveys, with the 2023 ERG Lead Compensation Survey playing a key role. Conducted industry-wide, this survey collects insights from internal leaders regarding their roles and compensation structures. By leveraging this comprehensive data, the ERG Report provides accurate and timely information on ERG leadership compensation trends, contributing to a nuanced understanding of industry practices.
Who’s Contributing to the ERG Survey? You may be surprised.
To date, the ERG survey demographics show more significant presence of larger organizations (1000-5000 employees) and increased global participation. The majority of respondents are from for-profit companies (80%), with a mix of nonprofit, government, and education sectors. In a notable departure from traditional perspectives, the ERG report isn’t just for HR professionals but is designed for everyone invested in fostering a diverse and inclusive workplace. Current feedback shows that about 35% of survey participants are DEI professionals, another 33% are human resource professionals, and 24% represent various other roles. This diversity in respondent roles underscores the importance of ERG initiatives as a collaborative effort, where insights from employees at different levels and functions contribute to a holistic understanding. By including perspectives from various roles and career levels, the ERG report becomes a comprehensive resource, encouraging a collective commitment organizational change.
This survey may be right for
HR and People Operations Leaders
DEI Leaders (Internal)
Informal DEI Leaders (Internal)
ERG Leads or Participants
DEI Committee Leads or Participants
What the 2023 ERG Survey Breakdown is Showing Us So Far
The current ERG survey breakdowns reveal a widespread variance in organizational performance across four core sections, mirroring the structure of the forthcoming report. This comprehensive assessment underscores the diversity of positions companies hold within these key areas, with some excelling while others face challenges. Notably, no single company emerges as an all-encompassing leader, as strengths and growth opportunities coexist for each organization. The data highlights the unique placement of companies on their Diversity, Equity, and Inclusion (DEI) journey, encompassing aspects such as DEI committees, ERG lead compensation, budgets, and standard operating procedures. This nuanced understanding emphasizes that every company is navigating its own distinct path in the pursuit of diversity and inclusion.
DEI Committees (9 points)
The DEI committees section offers a total of nine points. So far, approximately 10-15% of participants have scored 100%, while around 20-25% have scored zero points, indicating a wide range of responses. The highest overall score for the ERGs (presumably referring to overall ERG performance) is 13 out of 16 points, with most companies hovering around five or six points, suggesting there is still work to be done in this area.