Category: ERGs Business Impact

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Data is Fuel: How to Refine it for Effective ERG Annual Planning

Screen with different data points on it.
Screen with different data points on it.

Data is fuel, when refined correctly—it powers everything from decision-making to strategy execution. In the context of Employee Resource Groups (ERGs), data isn’t just numbers or reports; it’s the engine behind progress, growth, and measurable success. But just like raw fuel needs refinement, raw data requires proper analysis and application to become a game-changing resource.

In this post, we’ll explore the role of data in ERG annual planning, covering why it matters, how it can elevate your ERG’s impact, and practical ways to integrate data into your strategic approach. Whether you’re a seasoned ERG leader or just starting out, data-centered planning is the key to aligning your ERG with organizational objectives, demonstrating value, and driving meaningful outcomes.

The Role of Data in ERG Annual Planning

ERGs are powerful forces for fostering inclusion, belonging, and diversity within organizations. However, without clear objectives, regular progress tracking, and measurable outcomes, the effectiveness of an ERG can become difficult to quantify. This is where data comes in.

1. Data Drives Informed Decisions

When planning for the year ahead, ERG leaders can rely on data to make informed decisions about which initiatives to prioritize. Instead of relying on intuition, data provides a clear picture of what’s working, what’s not, and where opportunities for growth lie. From past participation trends to employee feedback, these insights ensure that ERG planning isn’t based on guesswork but on solid evidence.

  • Example: If your membership data shows a decline in participation among specific demographics, this could highlight the need for new engagement strategies targeting those groups.

2. Data Supports Goal Setting

Goals are only as strong as the data they’re based on. By analyzing past performance metrics, ERG leaders can set realistic and impactful goals for the upcoming year. Data-centered goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This approach ensures your ERG’s objectives are grounded in reality and aligned with broader organizational priorities.

  • Example: Instead of a vague goal like “increase ERG engagement,” use data to set a specific target: “Increase membership participation by 15% within the next year through targeted outreach and events.”

Key Data Types for ERG Planning Success

Not all data is created equal, and the type of data you collect and analyze will depend on your specific ERG goals. Here are some core data types that should inform your ERG planning process:

1. Membership Participation Data

This is the backbone of any ERG. Tracking how engaged your program members are will give you critical insights into your group’s health and inclusivity. Look for trends over time, such as changes in membership growth or attendance at events, and drill down into demographics like department, tenure, and seniority to ensure a broad representation of your organization.

  • Actionable Insight: Analyze this data to identify areas where participation might be lagging and develop tailored initiatives to reach underrepresented groups.

2. Event and Program Impact Metrics

Data around event attendance, feedback, and outcomes are crucial for evaluating the success of your initiatives. It’s not enough to simply host events; you need to know how those events are resonating with your members and the broader organization. Surveys, feedback forms, and post-event analyses are invaluable tools for gauging impact.

  • Actionable Insight: If a certain type of event consistently garners higher attendance and positive feedback, you know to continue or expand that programming. Conversely, underperforming events can be refined or replaced.

3. Employee Sentiment and Feedback

How do employees feel about the work your ERG is doing? Are they seeing tangible changes in their workplace experience as a result of ERG efforts? Sentiment data, often collected via surveys or focus groups, provides qualitative insights that are just as important as quantitative metrics.

  • Actionable Insight: Use employee sentiment to identify areas of improvement in ERG initiatives. If feedback shows that employees feel a lack of inclusion in specific areas, your ERG can work on targeted strategies to address those concerns.

4. Diversity and Inclusion Metrics

Your ERG doesn’t operate in a vacuum—it should align with your organization’s broader DEI objectives. Track how your ERG initiatives are contributing to larger DEI metrics, such as improved diversity in recruitment, retention of underrepresented employees, or increased awareness of inclusion issues across the organization.

  • Actionable Insight: If DEI data shows progress in certain areas, it validates the work your ERG is doing. Where there are gaps, this data helps refocus your efforts.

How to Integrate Data into Your ERG Annual Plan

1. Start with a Baseline Assessment

Before you can effectively plan for the future, you need to know where your ERG currently stands. Begin with a baseline assessment that includes a review of membership data, past event metrics, and employee feedback. 

2. Set Data-Driven Goals

Once you have your baseline, use that data to set specific goals for your ERG. For example, if your membership growth was stagnant last year, set a targeted goal to increase participation. I

3. Align Goals with Organizational OKRs

To ensure your ERG remains relevant and valuable, your goals should align with the organization’s broader OKRs (Objectives and Key Results) or KPIs (Key Performance Indicators). For instance, if your company is focused on improving employee retention, your ERG might prioritize initiatives that create a greater sense of belonging among employees, directly contributing to that organizational goal.

4. Implement Metrics and Tracking Systems

You can’t measure what you don’t track. Implement clear systems for tracking your ERG’s progress throughout the year. Whether it’s simple spreadsheets, survey tools, or more advanced software platforms, choose systems that make it easy to gather, analyze, and report data. 

5. Create a Feedback Loop

Collect feedback from ERG members and the broader employee base at regular intervals. This not only helps you refine your initiatives in real-time but also fosters a culture of continuous improvement. 

Data-Centered Success Stories

To truly understand the power of data-centered ERG planning, let’s look at a couple of success stories from organizations that have used data to fuel their ERG initiatives:

Company A: Increasing Participation Through Data

After analyzing their membership data, Company A’s ERG leadership team noticed a decline in participation from mid-career employees. Using survey data, they learned that many of these employees felt disconnected from ERG events due to scheduling conflicts and lack of relevant content. In response, they implemented flexible event scheduling, offered digital participation options, and curated content specifically for mid-career professionals. Over the next year, participation among this demographic increased by 30%, driving greater overall ERG engagement.

Company B: Aligning ERG Initiatives with DEI Goals

Company B’s leadership was focused on improving diversity at the senior leadership level. Their ERG for women used this organizational goal to shape its initiatives. By tracking mentorship program success and collecting feedback on career development workshops, they were able to provide leadership with clear data on how their ERG was contributing to a more diverse leadership pipeline. As a result, their ERG received additional resources and expanded its programming, further accelerating the company’s DEI goals.

Refining Data for ERG Success: Final Thoughts

Data is not just an afterthought in ERG planning; it’s the fuel that drives success. By integrating data into every stage of your ERG’s annual planning process—from goal setting to tracking progress and refining strategies—you can ensure your ERG remains impactful, aligned with broader organizational goals, and responsive to the needs of its members.

Data-centered planning is about turning insights into action. It’s about moving from reactive, ad-hoc initiatives to strategic, intentional programming that delivers measurable results. Whether you’re seeking to increase participation, improve diversity, or simply demonstrate the value of your ERG to leadership, data is the key to unlocking your ERG’s full potential.

Ready to Fuel Your ERG’s Success with Data?

At Visionary Development Consulting, we specialize in helping organizations harness the power of data to build and sustain impactful ERG programs. From setting data-driven goals to tracking progress and demonstrating measurable results, we can guide your ERG through every stage of the process.

Let’s work together to create a data-centered plan that drives real change. Schedule a free consultation today and start transforming your ERG into a data-powered force for your organization!

Be sure to check out our other Blog Posts for more insights.

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The High Cost of Losing Talent: A $1.6 Million Wake-Up Call

Employee turnover is often seen as an inevitable part of business. But what if we looked beyond the surface and understood the true cost it entails? Today, we delve into the first of four critical problems companies face when adhering to the status quo: the loss of talent.

Image depicting the concept of a company's talent loss leading to financial loss, represented by money burning with flames shaped like silhouettes of people walking away.

Understanding the Financial Impact

When employees leave, it’s not just a vacant seat we’re looking at; it’s a complex web of costs unraveling. For instance, consider a scenario where a company per 100 employees experiences a 10% turnover rate. This might seem like a standard figure in many industries, but let’s break down the numbers:

1. Replacement Costs: The cost to replace each departing employee is approximately $151,000. Multiply this by 10, and the company incurs a staggering $1,510,000. This figure encompasses everything from recruiting and training new hires to the loss of productivity during the transition.

2. Recruitment Expenses: On top of replacement costs, the direct expense of recruiting new talent is around $4,000 per individual. For ten replacements, that’s an additional $40,000.

3. Lost Knowledge and Revenue: Departing employees take with them invaluable knowledge and skills. This loss is estimated to affect about 5% of a specific revenue stream, in this case, totaling $55,000 on a $1.1 million revenue base.


When we add up these figures – $1,510,000 in replacement, $40,000 in recruitment, and $55,000 in lost knowledge/revenue – the total cost of talent loss amounts to a substantial $1,605,000 for just 10 employees.

Beyond the Numbers

It’s crucial to recognize that these figures aren’t just abstract numbers; they represent a significant drain on resources that could otherwise be invested in growth and innovation. High turnover rates can signal deeper issues within a company, such as lack of employee engagement, inadequate advancement opportunities, and a non-inclusive workplace culture.

The Bigger Picture

Maintaining the status quo in talent management is far costlier than many businesses realize. It’s not just about filling positions; it’s about creating an environment where employees feel seen, heard, and valued. In an era where the war for talent is intensifying, companies that fail to address these issues may find themselves facing not only financial losses but also a diminishing competitive edge.

The $1.6 million loss is not just a number; it’s a clear indicator of the need for better employee engagement, recognition, and development programs. Companies need to invest in their most valuable asset – their people – to not only save costs but also foster a productive, innovative, and loyal workforce.

Reflect on your company’s retention strategies. Are they sufficient to prevent such a significant loss? It’s time to prioritize employee retention not just as a human resource goal but as a crucial financial strategy.

Book a Discovery Call today to get ahead of your financial talent loss. Be sure to check out our other Blog Posts.

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10 Steps to Crafting an Effective ERG Program Strategic Plan

A diverse group of four people sitting around a table with papers on them smiling and giving a thumbs up

In today’s corporate landscape, Employee Resource Groups (ERGs) have emerged as have emerged as dynamic drivers of this imperative, aligning DEI efforts with organizational objectives. We’ll break down the process into 10 actionable steps to assist you in fashioning an impactful ERG Program Strategic Plan that harmonizes DEI objectives with your organizational business outcomes. These strategic steps will illuminate the path to success in your organization, ensuring that your ERGs become not just advocates of inclusion but also strategic drivers of your business goals.

What You Should Know Before You Start –

These 10 steps are foundations and should be adjusted to your ERG program and organizational structure. It’s important that you create a framework so that you understand where and how to adjust. Let’s get started:

  1. Assess the Current State of Your ERGs program: Before crafting a strategic plan, you must understand where your ERG program stands today. This involves reviewing the previous years and YTD ERG activities, analyzing challenges and opportunities, and evaluating ERG metrics and key performance indicators (KPIs).
  2. Align ERGs with Organizational Business Outcomes: Ensure that your ERGs program is in sync with your organization’s broader business goals. Review your organization’s new year business outcomes, identify areas where ERGs can contribute, and establish clear links between ERGs program goal(s) and organizational priorities.
  3. Define Strategic Focus Areas for your ERG program: Engage ERG leadership in brainstorming sessions to identify strategic focus area(s). This will allow for strategic areas of focus selection and alignment of each focus area with your organization.
  4. Set Program Goals and Action Plans: Translate your strategic focus area(s) into tangible goals for your program. Outline your overarching ERG program goal(s), break them down into individual projects/initiatives, and create action plans with key milestones.
  5. Assess Resource and Support Needs: Determine the resources and support required for a successful plan implementation. Identify support from various stakeholders and collaborate with them to ensure your plan has the necessary resources and backing.
  6. Define Responsibilities and Accountability: Assign roles and responsibilities for the plan execution. Clarify accountability and reporting structures to ensure everyone knows their role in achieving the program goals.
  7. Create an Implementation Timeline: Develop a realistic timeline that outlines when each ERG project/initiative will be executed. Highlight key milestones and deadlines to keep everyone on track.
  8. Develop Communication and Engagement Strategies: Effective communication is vital for your plan’s success. Devise strategies for communicating with your ERGs leadership, members, and stakeholders your high level plan which will encourage engagement and participation.
  9. Monitor and Measure Progress: Implement mechanisms for monitoring and measuring the progress of your ERGs projects/initiatives. Regularly review your program metrics and KPIs to ensure you’re on the right track.
  10. Evaluate and Adapt: Periodically assess the effectiveness of your ERG Program Strategic Plan. Use feedback, data, and insights to adapt and refine your plan to better align with evolving organizational goals and the changing needs of your ERGs.

Conclusion

Crafting an effective ERG Program Strategic Plan is a journey towards building an equitable and inclusive workplace while also achieving organizational success. By utilizing these 10 steps, you can create a comprehensive plan that empowers ERGs to thrive, fosters clear communication, and contributes to the overall growth and success of your organization.

Need help figuring out how to exactly get all of this together, Schedule a Discovery Call Today. Also be sure to check out my other blog posts for more information,

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How to know if your organization is ready for ERGs

Black woman at a table looking at a computer and holding a book to see if she is ready to start an ERG program

Employee Resource Groups (ERGs) are a powerful tool for creating a diverse and inclusive workplace. By providing employees with a supportive community based on shared experiences, interests, or identities, ERGs can help to promote employee engagement, boost morale, and foster a sense of belonging. But before your organization launches an ERG program, it’s important to assess whether your organization is truly ready.

What are Employee Resource Groups (ERGs)?

Employee resource groups (ERGs) are voluntary, employee-led groups that bring together individuals who share common interests, backgrounds, or experiences. These groups are typically formed around shared characteristics such as gender, race, ethnicity, sexual orientation, or disability. ERGs provide a supportive and inclusive environment for employees to connect with one another, share experiences, and collaborate on projects that benefit the organization and the community.

What You Should Know Before You Start –

Here are seven key factors to consider when determining whether your organization is ready to launch an ERG program:

  1. Leadership Support: It’s critical that your organization’s leadership is fully committed to supporting ERGs. This includes both senior management and HR leaders. ERGs can be powerful drivers of change, but only if they have the support they need to succeed. If your organization’s leaders are not fully behind the ERG initiative, it’s likely to struggle and may even fail.
  2. Culture of Inclusion: An ERG program is most effective when it is part of a broader culture of inclusion. If your organization already has a culture that values diversity, equity, and inclusion, then an ERG program is more likely to thrive. If not, your organization may need to take steps to build a more inclusive culture before launching an ERG program.
  3. Employee Interest: ERGs are only successful if they have active, engaged members. Before launching an ERG program, it’s important to gauge the level of interest among your employees. You can do this by conducting a survey or holding focus groups to gauge the level of interest and what kind of ERGs employees would like to see.
  4. Resources: Launching an ERG program requires resources, including time, money, and personnel. It’s important to ensure that your organization has the resources it needs to support ERGs, including dedicated staff, a budget for events and activities, and space for meetings and events.
  5. Defining Your Goals: You must define exactly what you hope to achieve with the ERG program. Do you want to increase diversity and inclusion within the workplace? Are you looking to create a stronger sense of community among your employees? Or are you hoping to provide support and mentorship opportunities? Knowing what your goals are will help guide the setup process and ensure that the ERG program serves its intended purpose as well as create metrics that can be tracked and measured.
  6. Setting Clear Expectations: Once you’ve determined your goals, it’s important to set clear expectations for those involved in the ERG—both from a executive leadership perspective, to those leading the respective ERGs, as well their members. Establishing these expectations upfront will help ensure that everyone involved knows what their role is and has a clear understanding of how their contributions benefit the group as a whole. This will also make it easier to measure success down the line.
  7. Communication Plan: Finally, it’s important to have a clear communication plan in place to help ensure the success of your ERG program. This should include a plan for promoting the program to employees, communicating its goals and objectives, and keeping employees informed about initiatives, ways to support, events and activities.

ERGs can be a valuable tool for promoting a diverse and inclusive workplace, but it’s important to assess your organization’s readiness before launching an ERG program. By considering factors such as leadership support, culture of inclusion, employee interest, resources, goals and communication plan, you can ensure that your ERG program is set up for success from the start.

Need help figuring out where you stand check out my Intro to ERGs recording. If you have ERGs but are not sure where to go from here check out Chieze’s ERG Assessment so that you can see where you stand and where you need to go.

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The Impact of Employee Resource Groups on Employee Engagement and Job Satisfaction: How ERGs Create a Positive Work Culture

Top view, business people or circle hands in collaboration, diversity team building or financial gr.
Top view, business people or circle hands in collaboration

Employee engagement and job satisfaction are crucial factors that determine the success of any organization. Happy and engaged employees are more productive, creative, and committed to their work. They also tend to stay longer with the company, resulting in reduced turnover rates and lower recruitment costs. One of the most effective ways to improve employee engagement and job satisfaction is by establishing or improving employee resource groups (ERGs) within the organization.

Let’s take a look at the impact of ERGs on employee engagement, job satisfaction, and how they can be leveraged to drive organizational success.

What are Employee Resource Groups?

Employee resource groups (ERGs) are voluntary, employee-led groups that bring together individuals who share common interests, backgrounds, or experiences. These groups are typically formed around shared characteristics such as gender, race, ethnicity, sexual orientation, or disability. ERGs provide a supportive and inclusive environment for employees to connect with one another, share experiences, and collaborate on projects that benefit the organization and the community.

The Impact of Employee Resource Groups on Employee Engagement

Employee engagement refers to the level of commitment and motivation that employees have towards their work and the organization. ERGs can have a significant positive impact on employee engagement in several ways:

  1. Increased Sense of Belonging: ERGs provide employees with a sense of belonging and community within the workplace. This can help them feel more connected to their colleagues and the organization as a whole, which can increase their level of engagement.
  2. Professional Development: ERGs often provide opportunities for professional development, such as mentoring and sponsorship programs, skill-building workshops, and networking events. These opportunities can help employees feel more invested in their career growth and development.
  3. Enhanced Communication: ERGs can help facilitate communication and collaboration among employees who may not have interacted otherwise. This can lead to increased teamwork and a more cohesive work environment.

    The Impact of Employee Resource Groups on Job Satisfaction

    Job satisfaction refers to the level of fulfillment and enjoyment that employees derive from their work. ERGs can also have a positive impact on job satisfaction, here’s how:

    1. Sense of Purpose: ERGs can provide employees with a sense of purpose and meaning in their work. When employees feel that their employer values their identity and experiences , they may gleam more satisfaction in their work.
      • Support System: ERGs can provide employees with a support system and phycological safe spaces to discuss their experiences and challenges. This can help them feel more comfortable and supported within their work.
      • Reduced Isolation: ERGs can help reduce feelings of isolation and loneliness, particularly in the remote work space, that some employees may experience. This can lead to lead to employees feeling more connected to their work places.

      Positively Impacting the Work Culture with Employee Resource Groups

      ERGs can have a significant impact on the work culture of an organization by fostering a sense of belonging and community among employees, promoting open communication and collaboration, and improving employee engagement and retention. When employees feel supported and valued, they are more likely to be motivated and productive, leading to a more positive work environment and better business outcomes.

      In addition to improving the work culture, ERGs can also be a valuable resource for the organization’s leadership. ERGs can provide valuable feedback and insights on the experiences and perspectives of diverse groups of employees, helping the organization to make more informed decisions and create more effective policies and programs.

      The impact of Employee Resource Groups (ERGs) on employee engagement and job satisfaction cannot be overstated. ERGs offer a supportive community and numerous opportunities for networking, skill-building, and career development. By providing these resources, ERGs contribute significantly to the creation of a positive work culture.

      To better understand how your ERG program can positively impact employee engagement and job satisfaction be sure to check out my ERG Best Practices Guide.

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      Driving Business Transformation: The Role of ERGs as Change Agents

      Black women leading group meeting
      A group of excited entrepreneurs working on project indoors in office, celebrating successful contract.

      Employee Resource Groups (ERGs) are an important tool for organizations looking to drive business transformation. These groups bring together employees who share common characteristics or experiences, such as race, gender, sexual orientation, or veteran status. But, beyond simply promoting a sense of community, ERGs can play a crucial role in shaping organization culture, positively impacting the bottom line, and driving positive change from within.

      In today’s business landscape, diversity, equity, and inclusion (DEI) should be a top priority for many organizations. This is not just because of moral obligations, but also because it has been shown that organizations that prioritize DEI perform better financially. In fact, a recent McKinsey study found that organizations in the top quartile for gender diversity on their executive teams were 21% more likely to have above-average profitability, and organizations in the top quartile for ethnic diversity were 33% more likely to have above-average profitability.

      ERGs as Change Agents

      ERGs can help drive DEI initiatives by serving as change agents within the organization. They can bring diverse perspectives and ideas to the table, and they can provide a space for underrepresented employees to connect with others who share similar experiences. This can not only boost morale and employee engagement, but it can also lead to the development of new initiatives and solutions that would not have otherwise been considered.

      Another way that ERGs can help drive change is through their ability to influence organization culture. By organizing events and activities that promote DEI, ERGs can help create a more inclusive workplace. This can range from hosting workshops on microaggressions to organizing cultural celebrations. By creating a welcoming and supportive environment for all employees, ERGs can help break down barriers and foster a more diverse and inclusive organization culture.

      ERGs can drive change by advocating for the needs and concerns of underrepresented employees. For example, an LGBTQ+ ERG may bring attention to the need for gender-neutral bathrooms or the importance of inclusive language in the workplace. This advocacy can be a powerful tool for driving positive change, and it can help bring about policies and practices that better support the needs of all employees.

      Driving Transformation

      ERGs can also help drive business transformation by providing opportunities for skill development and career advancement. Many ERGs offer leadership training, mentorship programs, and networking opportunities for members. This can help employees from underrepresented groups develop the skills and connections they need to succeed within the organization. By providing these opportunities, ERGs can help create a more diverse and inclusive talent pipeline, and they can help drive business transformation by bringing fresh perspectives and ideas to the table.

      Conclusion

      Employee Resource Groups can be a powerful tool for organizations looking to drive business transformation. By serving as change agents, ERGs can help create a more inclusive organization culture, advocate for the needs of underrepresented employees, and provide opportunities for skill development and career advancement. So, if you’re looking to drive positive change within your organization, consider the role that ERGs can play in your DEI initiatives.

      Click here to learn more about our ERG Roadmapping services.

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      The Power of Employee Resource Groups in Talent Management

      Three multiracial women discussing project while working at office
      Three multiracial women discussing project while working at office

      Organizations that understand the importance of creating an inclusive environment for their employees with shared identities have been leveraging employee resource groups (ERGs) to build better workplaces for everyone.

      ERGS and Talent Management

      ERGs are powerful tools in talent management, helping organizations attract and retain diverse talent, tap into untapped potential within the workforce, and create strong relationships between individuals based on trust and respect.

      Advantages of ERGs in Talent Management

      One of the primary advantages of ERGs in talent management is that they provide a sense of belonging and community for members who share common backgrounds, interests, or experiences. When employees feel that they belong, they are more likely to be engaged and committed to their work. ERGs can also make it easier to recruit and retain top talent from diverse backgrounds because they will feel more comfortable and included in the workplace.

      Another advantage of ERGs is that they can serve as valuable resources that provide information about cultural differences within the organization. This understanding helps ensure that all employees are respected and supported regardless of their background or identity. ERGs can also act as mentorships for those newer to the field or a particular industry sector by providing support through networking opportunities, skill-building activities, and job placements. By providing opportunities for professional development, ERGs allow organizations to tap into untapped potential within the workforce by identifying current employees who have unique skillsets or perspectives that could benefit the organization.

      Furthermore, ERGs create strong relationships between individuals based on trust and respect which can lead to increased engagement in both professional endeavors and organizational goals overall. ERGs can also provide a platform for employees to share their experiences, ideas, and feedback, helping organizations make informed decisions and foster a culture of inclusion.

      Ensuring Success with ERGs

      In order for an organization’s use of employee resource groups to be successful in talent management, several important considerations must be taken into account.

      First, clear communication between HR personnel, leadership teams, and ERG leaders is essential. Expectations regarding roles and responsibilities as well as timelines and deadlines associated with any initiatives taken on by ERG members must be clearly defined.

      Second, transparency regarding how decisions are made within the ERG program is critical so that all parties involved understand why certain decisions were made over others when necessary. This transparency helps ensure that ERG members feel valued and that their input is being taken into account.

      Third, each group must be provided with enough resources such as budgeting support, training, and development opportunities, in order for them to be successful in achieving their desired outcomes without feeling overwhelmed or underfunded at any point throughout their work process(es).

      Employee resource groups can serve as powerful tools in talent management when properly implemented by organizations looking to diversify their workplace culture while retaining top talent from diverse backgrounds at the same time. By creating an inclusive environment for employees with shared identities, organizations are able not only increase engagement across all levels but also demonstrate a commitment towards fostering meaningful conversations around equity within their workplace culture overall which can ultimately lead to greater success down the line overall.

      By taking into account these considerations when implementing or expanding the ERG programming within an organization—clear communication between HR personnel and leadership teams; transparency regarding decision-making processes; and adequate resources being allocated towards initiatives taken on by member—organizations utilizing employee resource groups will be sure to find success when attempting to attract and retain diverse talent!

      Looking to figure out to implement ERGs into your talent management initiatives click here to schedule a Discovery Call.