ERG Resource Center

A Curated Collection of Seramount's Latest Research & Insights

ERGs are at a Crossroads

Employee Resource Groups (ERGs) have grown steadily in popularity across the past decade—their rise matching increasing investment in Diversity, Equity, and Inclusion (DEI). Since 2020, however, ERGs have seen an unusually strong surge of attention and interest, with companies relying on them to tackle cultural disruptions and pursue growing business opportunities. This resurgence of an age-old DEI tact has taken many organizations by surprise.

In today's shifting landscape, understanding the evolving role of ERGs is pivotal. And with near-universal reports of ERG leadership burnout, the need for these conversations is pressing. Seramount researchers set out to uncover exactly what this rising tide means for both ERG leaders and members and identify best practices for continued success.

 

ERG Leadership Compensation

As ERGs have shifted from individual-focused to business-focused, the question of explicit rewards for leadership has become a priority. Discover the five main approaches to leadership compensation and learn from proven success stories at leading organizations.

This engaging webinar delves into the evolving landscape of ERG leadership compensation. Gain insight on how to choose which compensation model may be right for your organization and be prepared to make deciusions that drive business success and foster inclusion. 


Determining the right compensation model for ERG leaders can be complex. In this blog, we give a high-level overview of the five compensation models that every DEI leader should be aware of as you decipher which approach may be best for your organization.


Whether ERG leaders are financially compensated or otherwise incentivized, dedicated professional learning opportunities are critical to combat burnout. Learn how the ERG Leader Learning Exchange can help you combat burnout and retain leaders in this webinar.


“What does the future hold for ERGs? How can they become more relevant to ever-changing business goals? The answer: By evolving into groups that are both affinity-based and intersectional and have a specific focus on what’s going to be most needed—developing a global talent pool with emphasis on leadership development; creating innovative solutions to business concerns, such as increasing outreach and connectivity to developing markets; and making themselves indispensable to inclusive leadership by advancing subject-matter knowledge and interest on such topics as religion, generational differences, and bias in artificial intelligence.”

–ERG Leadership Handbook, Seramount