5 Ways To Boost ERG Engagement In 2023
By Mackenzie Martin and Viveka KymalMaintaining momentum in DEI work can be challenging. This is especially true for ERGs. For many teams, reactive ‘throw paint at the wall’ approaches to programming are a slippery slope to burnout. Worse still, when coupled with competing leadership priorities and fluctuating resources.
So how can ERG stakeholders boost engagement and revamp efforts? We’ve got a few tips.
Tip 1: Tailor Programming To Your ERG Members
Educational events are fantastic, particularly for allies. But if attendance is waning, then it is time to recalibrate where you are focusing your resources and programming. Consider mixing up event type or notice which events get the most attendance and concentrate your efforts there. For example, instead of consistent monthly programming, you might try focusing your efforts on ~3-4 quarterly events that receive a larger budget. This might look like one volunteer event, one skill-building program, one networking opportunity, and one celebratory heritage month community event.
You might also prioritize events based on the needs of your broader team. For example, if your organization is noticing a lack of representation at management levels, perhaps developmental opportunities are the way to go (e.g. partnership networking opportunities, internal leadership/mentorship programming). Or, if budget is a concern, peer learning conversations focused on key skills, managing up, resume polishing are a great way to go
Tip 2: Clarify Needs With Leadership Involvement
Leadership participation and sponsorship for ERGs can be essential to ERG success and visibility, yet, impactful sponsorship can be hard to maintain–especially if leaders are juggling competing priorities. Revive your leadership partnerships by clearly outlining expectations of sponsors so leaders can easily anticipate how best to engage. This might include attending 2-3 events per year (participation), hosting a lunch & learn (mentorship), and posting about ERG events during All-Staff meetings (supporting org-wide visibility).
Another strategy for maintaining leadership involvement is rotating leadership sponsors where possible. Establishing term limits for ERG leadership positions can allow for additional participation and perspectives, as well as an opportunity for others to lead this work.
Tip 3: Make ERG Participation More Rewarding
Recognition for ERG stakeholders sustains momentum and commitment, particularly if folks are doing this work off the side of their desks. Partner with fellow ERG leaders to propose a model for ERG lead recognition. This might look like the following:
When budgets are available…
Compensation increase or increase of hourly rate (if non-exempt), mid-year bonuses, or stock equity
Covered travel expenses or professional development subsidy
With limited budgets…
Recognition of members and successes in year-end All Staff or custom swag
Incorporate peer feedback on what work was completed in the ERG with ERG members’ managers
Tip 4: Leverage Heritage Months, But Don’t Get Stuck in Them
Celebrating heritage months is a great way to observe the diversity throughout your organization and honor the history and contributions of historically underrepresented identity groups. By observing these months, you’re acknowledging both the communities, cultures, and their history. Although heritage months are an effective way to build inclusion within your organization, they are a starting point, rather than an endpoint. Show your employees that DEI is much more than heritage months, but rather a celebration of identity groups year-round.
Tip 5: Don’t Underestimate the Power of Fun
Noticing ERG member burnout? While ERGs are essential resources for employee growth, business solutions, and education, they should also be places for connection, community, and non-work-related activities.
A few examples of ways to create fun in ERGs might be interest-based events (e.g. book clubs, movie nights, happy hours), sponsored team lunches, or even merch (if budget permits). By incorporating fun into ERGs, organizations can reduce team burnout and support stronger and more authentic member engagement.
We know driving DEI change can be challenging and so for our ERG leaders who are unsure of where to start, we’ve got you!