Report: State of the ERG 2022

Download the State of the ERG 2022 Report

 

State of the ERG 2022

Graphs of ERG lead compensation trends from 2020-2021

Graphs of ERG lead compensation trends from 2020-2021.

Two years ago, few organizations shared whether they paid their ERG leads. Fewer shared how much. Faced with this gap in data, we launched a survey. Our goal was to learn how people and organizations support diversity, equity, and inclusion (DEI). How do they structure their operations? How much and where do they invest? If we knew the answers to these questions, we could better serve our clients and share our findings with others to contribute to an overall better world of work.

We’re delighted to share the third edition of our State of the ERG Report with you which builds on survey data from previous years. It highlights how ERGs are currently structured and supported within a variety of organizations and provides insight into how the structure and support of such groups can be optimized to amplify their impact. 

The report includes key metrics and year over year trends from The Rise Journeys 2022 ERG Lead Compensation Survey as well as resources, insight and best approaches for:

  • ERG Benchmarking based on organization size

  • ERG Budget Starting Points & Strategy

  • Forms of ERG Lead Compensation

  • ERG Leadership Performance Management

  • ERG Leadership Training and Onboarding

  • ERG Impact Measurement

  • C-Suite priorities when it comes to ERGs

  • Over 100/Under 100 employee benchmarks

Work with The Rise Journey

The Rise Journey is a full-service organizational consulting and HR strategy firm that accompanies organizations to reach ever-advancing horizons. We provide high-value, metrics-driven support to facilitate positive organizational change with expertise in strategy development and execution; people, culture, and organizational design; diversity, equity, inclusion, belonging, and accessibility (DEIBA); environmental, social, and governance; and learning and development. 

We regularly work with organizations of all sizes and in all sectors to optimize their ERG operating models and amplify the impact of their ERGs.  Book a 25 minute free consultation with an ERG expert to explore how we might help you and your ERGs reach new horizons.

Media Inquires: Access the press release here. Media contact: [email protected] Report designed by: Scott Harris

If you have not already, download our 2020 and 2021 reports for additional resources, readings, data trends, and insight from HR professionals:

2020 ERG Report

2021 ERG Report

Rise ERG lead compensation data in the media:

 
  • The 2022 State of ERGs dive deeper into the core areas that support successful ERG programming in the workplace. ERG Lead Compensation Practices are threaded throughout but most important to know that in 2020, only 6% were compensating leads. Then in 2021, 26% and in 2022, 46% are compensating ERG leads. Of the organizations considering compensating ERG leads, that number almost doubled from 24% in 2020 to 45% in 2022. The report covers types of compensation (cash, bonuses, and non-monetary compensation), ERG budgeting benchmarks and best practices, importance and benchmarking of training leads and executive sponsors, and finally, how to measure ERG impact.

  • The aim of this report is to provide qualitative research on practical approaches that any organization can utilize to build ERG best practices. ERGs play an essential role to overall business strategy and cost-savings. To provide helpful strategic direction to Human Resources and diversity, equity, and inclusion (DEI) professionals, the survey data provides helpful strategic direction, not statistical conclusions. Other organizations have used this report to better inform C-suite and leadership around ERG leadership best practices. At the end of the report, there is a quote about how one organization used it to add ERG lead compensation into their 2023 budgets!

  • ERGs consist of employees who come from or identify as part of a particular group or community within an organization (e.g., Black employees, LGBTQIA+ employees, women, etc.). They organize a regular cadence of meetings to discuss key issues, but their approach can differ in terms of its scope. ERGs can have the focus of the organization in mind, but they largely begin with a focus on a particular group or community within an organization. Depending on where they are in their lifecycle, ERGs may focus on putting on programs and hosting speakers and spaces for the identifiers in their group. They may partner with recruitment or talent acquisition to build the employer value proposition amongst a particular community. They might also help their organization expand its business to new audiences and into new markets.

  • ERGs and DEI Committees (DEICs) have been a part of organizations since the early 1970s. After the murder of George Floyd and the global uprising in support of Black Lives Matter movement in 2020, ERGs and DEICs became must-haves for most organizations. Employees were often at a loss of how they could get involved within their own organizations to create change. ERGs exist to address the needs of employees from a broad span of identities, while aligning with broader organizational goals. According to this year’s survey, the most common ERGs serve LGBTQIA+, women, Black, Asian American/Pacific Islander, and Latine/Hispanic employees.

  • This is the third consecutive year the survey has been conducted. Each year has allowed for The Rise Journey to more clearly present statistics, make predictions, and provide recommendations to workplace leaders through the form of an annual report. For further support and information check out our ERG templates and grab time with the author of the report, COO Jes Osrow to speak about best practices for your organization. The Rise Journey is an HR strategy and organizational culture consultancy built on the ethos that all businesses deserve equitable HR and DEIBA practices to help facilitate positive organizational change - even if they are small businesses, have lean HR teams, or have limited resources.

 

Book a 25-minute free consultation with an ERG expert to explore how we might help you and your ERGs reach new horizons. 

Book a 25-minute free consultation with an ERG expert to explore how we might help you and your ERGs reach new horizons. 

 
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