Employee Resource Groups (ERGs) have become a powerful tool for driving employee engagement, promoting diversity and inclusion, and fostering a sense of belonging among employees.
These employee-led groups provide a platform for individuals from diverse backgrounds to connect, share experiences, and collaborate toward common goals.
With 90% of Fortune 500 companies embracing ERGs, it is evident that organizations recognize the tremendous value these groups bring.
Let’s check out the statistics about employee resource groups. We’ll examine their benefits, challenges, and impact on an organization’s success.
Employee Resource Groups Statistics
1. 90% of Fortune 500 companies have ERGs.
(McKinsey)
Almost all of the largest and most successful companies in the United States have Employee Resource Groups (ERGs) within their organizations.
ERGs are a popular and widely accepted practice among top businesses, likely due to the many benefits they provide to employees and the organization.
2. ERGs are more likely to be effective in community building than any other dimension.
(McKinsey)
Approximately one-third of employees rated their ERGs neutral regarding external engagement, allyship, leadership connection, and career advancement.
3. ERGs can contribute to a 20% sales and productivity increase.
Employees who feel valued and included are more likely to be engaged and motivated.
Engaged employees increase productivity and better overall performance.
Additionally, ERGs can help to improve communication and collaboration across the organization, leading to more innovative solutions and better decision-making.
All of these factors can contribute to increased sales and productivity for the company.
4. The most common ERGs serve LGBTQIA+, women, Black, Asian American/Pacific Islander, and Latina/Hispanic employees.
(The Rise Journey)
The most common types of ERGs focus on supporting employees from various backgrounds and identities.
Organizations recognize the importance of creating supportive communities for employees from diverse backgrounds and are taking steps to promote inclusion and representation in the workplace.
5. 67% of ERG group leads spend an average of 0–3 hours per week fulfilling ERG-related duties and responsibilities.
(The Rise Journey)
A majority of ERG leads are very committed to their ERGs. Employee Resource Groups are an essential priority for many companies, as they are willing to dedicate resources (in this case, employee time) to support them.
6. 65% of employees who participate in ERGs say that these groups positively impact their careers.
ERGs can offer employees the chance to take on leadership roles, build new skills, and network with colleagues across the organization.
These opportunities increase visibility and recognition within the company, which can in turn help employees advance in their careers.
Additionally, participating in ERGs help employees develop a deeper understanding of different perspectives and experiences, which can make them more effective and empathetic leaders.
7. 21% of ERG groups had an annual budget between $1,500 to $5,000.
(The Rise Journey)
However, an equal percentage do not have a budget at all. And 17% had a budget of $5,000 to $10,000.
8. Only 24% of organizations currently include ERG leadership in their performance reviews. However, another 47% said they’d like to do so.
(The Rise Journey)
Although many organizations recognize the importance of ERGs and the value ERG leaders bring to the table, there’s still room for improvement regarding formally recognizing their contributions.
Unfortunately, 53% of ERG leads have individual goals, and 36% of groups have collective goals.
9. According to 41% of respondents, the primary business case for DEI is enhancing employee wellbeing.
(Workday)
ERGs play a critical role in dismantling barriers and biases. They create an environment where employees feel respected and appreciated, and they contribute to a more inclusive work environment.
When employees feel valued, supported, and engaged, they are more likely to promote employee well-being initiatives and be inclusive.
Workplace cultures that foster DEI and employee well-being are essential for business success.
They lead to higher employee satisfaction, enhanced employee retention, improved employee engagement, positive impact on mental health, and a better company reputation.
ERGs can contribute to employee well-being by providing a safe space for employees to share experiences.
10. 60% of respondents found it challenging to record DEI data.
(Workday)
Additionally, 39% of respondents have no strategic approach to diversity, equity, inclusion, and belonging.
There may be a lack of transparent processes or tools for tracking and measuring DEI initiatives, including ERGs.
This can make it difficult for organizations to assess the effectiveness of their DEI efforts and to identify areas for improvement.
11. While 36% of respondents say their organizations value and celebrate diversity, 18% believe there is insufficient emphasis on recognizing differences and diversity.
(Workday)
Although some effort is being made to promote DEI in the workplace, there may be a gap in how these efforts are being communicated or implemented.
It’s essential to have DEI initiatives in place and to ensure that they are effectively communicated and integrated into the organization’s culture and practices.
Fortunately, companies can work to bridge this gap by actively soliciting employee feedback and promoting DEI at all levels of the organization.
12. 66% of employees believe that their ERG is effective at creating a sense of community.
(Forbes)
Creating a sense of community within a company increases engagement and motivation among employees, as they feel a sense of belonging and support.
It also improves communication and collaboration across the organization.
Employees are more likely to work effectively with colleagues they feel connected to.
13. There are 5 ERG dimensions: leadership connection, external engagement, employee community building, allyship, and career advancement.
(McKinsey)
Each of these dimensions is important in its own right.
Leadership connection involves how ERGs can help connect employees with leaders within the company.
External engagement refers to the ways in which ERGs can engage with outside communities and organizations to promote diversity and inclusion.
Employee community building refers to the ways in which ERGs can help build a sense of community within the workplace.
Allyship is how ERGs can promote understanding and support for underrepresented groups within the company.
Career advancement are how ERGs can help employees develop their skills and advance their careers.
14. 90% of organizations use their ERGs to help new hires during the onboarding phase.
(Forbes)
ERGs can be instrumental in helping new hires feel welcome and integrated into the company culture.
They can provide a sense of community, networking opportunities, and mentorship to help new hires adjust to their new roles and navigate the organization.
By utilizing ERGs in the onboarding process, companies can demonstrate their commitment to diversity and inclusion, while also providing new hires with the support they need to succeed in their roles.
This can lead to improved retention rates, increased job satisfaction, and a more engaged and productive workforce.
15. Companies that support cultural and religious Employee Resource Groups tend to have the highest average profit.
A diverse workplace encourages innovation and creativity, as employees with different backgrounds and perspectives are more likely to bring a variety of ideas to the table.
Companies that prioritize diversity and inclusion are often seen as more attractive to top talent, which can help them recruit and retain the best employees.
16. According to a report, about 80% of companies are just going through the motions of having ERGs and not holding themselves accountable.
(PR Newswire)
These companies may have established ERGs merely as a symbolic gesture or to fulfill a perceived obligation, rather than actively investing in their development and success.
This is a missed opportunity for organizations, as ERGs have been shown to bring numerous benefits, including increased employee engagement, and better representation.
17. In 2022, Bitly Inc. established 5 ERGS as part of their DEI strategies.
(PR Newswire)
The five ERGs are allyship, disability, mosaic, women, and pride.
Bitly also established a network for the ERG leads. Each ERG serves a unique goal:
- Allyship: This aims to ensure all employees can participate in conversations. Bitly employees can be vulnerable, make mistakes, and learn in a safe environment, to welcome supporting anyone who wants to be an ally to any marginalized community through education and conversation.
- Disability: Bitly offers resources and support to any disabled community member who interacts with its products, as well as opportunities for disability education.
- Mosaic: This ERG provides resources, support, and a safe space for Bitly employees and allies to collaborate on identifying racial and ethnic disparities/issues.
- Women: This ERG is a space where women can educate and learn about how Bitly can drive progress and change for women in the workplace, not just within the organization.
- Pride: Throughout the year, consistent communication and initiatives will be used to create and harness a safe environment.
18. Cision reported a 20% increase in employee resource group membership.
(Cision)
19. Almost 2000 employees engaged in DEI-specific webinars and events.
(Cision)
20. 981 employees at Cision actively participated in four ERGs.
(Cision)
21. A survey found that 70% of Gen-Z respondents were 70% more likely to apply to a company with ERGs.
(Everyone Social)
Gen Z is known as a more inclusive and aware generation. Therefore, it’s natural that they show more interest in companies with ERGs.
ERGs demonstrate a company’s commitment to diversity and inclusion, which is a core value for many young people.
These groups can help create a sense of community and belonging in the workplace, which is often a top priority for Gen Z employees.
22. According to Dr. Shelton Goode, over 70% of companies relied on their ERGs to build a workforce that reflected the demographics of their customer base.
(Everyone Social)
By building a workforce that reflects the demographics of their customer base, companies can better understand and meet their customers’ needs.
ERGs provide a platform for employees from underrepresented groups to share experiences and perspectives. This helps companies gain a deeper understanding of their diverse customer base’s needs and preferences.
23. Since starting ERG, AT&T admitted to having an 85.6% retention rate for its Black employees.
(HBR)
The high retention rate can be attributed to the support and opportunities provided by the ERG, which creates a sense of belonging and professional development for Black employees.
The ERG’s initiatives may include mentorship programs, networking events, and career advancement resources that contribute to employee satisfaction and loyalty.
24. 91% of surveyed employees say ERGs boost company culture.
(Workramp)
ERG has proven to be very beneficial to companies.
- 79% also stated that ERGs improve employee well-being and mental health.
- 75% said that ERGs help with employee retention efforts.
- 55% reported that ERGs participate in the recruiting and hiring process.
- 53% stated that ERGs are used as internal focus groups for HR.
25. According to a 2021 report, since the beginning of 2020, approximately 35% of companies have added or expanded their support for ERGs.
(The Employer Report)
26. 53% of surveyed companies say their HR department manages their ERG program.
(Salesforce)
HR departments are often well-suited to manage ERGs due to their expertise in employee relations, recruitment, and professional development.
By having the HR department manage ERGs, companies can ensure that their diversity and inclusion initiatives align with their overall talent management strategies.
Additionally, HR professionals can provide guidance and support to ERGs, helping them to establish clear goals, develop effective programming, and measure the impact of their efforts.
This centralized approach to ERG management can help companies create a more coordinated and effective strategy for promoting diversity and inclusion within their organizations.
27. Only 13% of employees feel that resource groups are ineffective.
The majority (87%) see WRGs as effective.
ERGs offer opportunities for professional development and networking.
Such opportunities are especially beneficial for employees who may not have access to these opportunities through other channels.
28. 82% of the surveyed companies designate a budget for their ERGs.
(Salesforce)
29. 87% say they promote cultural activities for all employees. It’s how their ERG supports social responsibility.
(Salesforce)
An almost equal percentage (81%) say they participate in volunteer activities they coordinate.
Also, 74% say they host workshops for all employees.
30. Companies with ERGs experienced 18% higher employee productivity than those without.
(Aquent)
By making communication and collaboration across departments and teams easier, ERGs can help break down silos and encourage innovation, which can lead to higher productivity and better business outcomes.
ERGs often provide professional development opportunities and resources that help employees improve their skills and knowledge.
31. Microsoft has a “women in technology” ERG, which led to a 40% increase in female representation in technical roles within five years.
(Aquent)
32. 52% of seasoned professionals have said that an ERG positively impacted their decision to apply for a role.
Nowadays, people prefer to apply to companies that have effective employee resource groups.
ERGs can provide a sense of community and support, which can be especially important for those who may feel isolated in a new role or company.
Conclusion
Employee Resource Groups (ERGs) play a vital role in shaping the modern workplace by fostering a sense of belonging.
While challenges must be addressed, such as tracking DEI data and ensuring effective communication, the benefits of ERGs far outweigh the obstacles.
With most Fortune 500 companies embracing these employee-led groups, it’s evident that ERGs are here to stay.
FAQs on ERG Stats
What is the Purpose of Employee Resource Groups?
The purpose of employee resource groups is to foster a diverse, inclusive workplace culture.
What are the 4C’s Framework for ERGs?
The 4C’s framework for ERGs are culture, career, commerce, and community.
What are the Benefits of ERG?
The main benefit of ERG is to create a sense of community and belonging. ERGs also enhance professional development, offering mentorship and leadership opportunities.
What is an example of an ERG?
An example of an Employee Resource Group (ERG) could be a Women in Tech group within a technology company. This group would aim to support and empower women in a male-dominated industry by providing networking opportunities, organizing events, and fostering a sense of community.
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