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Recognising the Invaluable Contribution of Employee Resource Group (ERG) Members

Diversity, equity, and inclusion (DEI) initiatives in today’s dynamic workplaces are cornerstones of organisational success. Employee Resource Groups (ERGs) are pivotal in fostering inclusive cultures among these initiatives. However, a question often arises: Should the dedication and contributions of ERG members be compensated?

The Impact of ERGs: Beyond Conventional Participation

ERGs transcend the conventional realms of workplace participation. They act as catalysts for transformative change, fostering a sense of belonging and community for employees from diverse backgrounds. This, in turn, leads to a more engaged, motivated, and productive workforce. A report by Deloitte found that companies with highly inclusive cultures are 1.7 times more likely to be innovative leaders in their market. ERGs, as the driving force behind these inclusive environments, directly contribute to enhanced innovation and productivity.

Leveraging ERGs for Organisational Improvement: Unleashing a Wealth of Insights

The value ERGs bring extends far beyond their primary purpose. Organisations can unlock untapped potential by tapping into their diverse perspectives and innovative ideas. From product development to customer satisfaction strategies, ERGs offer insights that can profoundly impact business outcomes. ERGs serve as a bridge between diverse perspectives, ensuring that the organisation's’ decisions and actions reflect the needs of its entire workforce.

Integrating ERG Contributions into Performance Metrics: Recognising the Effort

Recognising the time, effort, and dedication involved in ERG participation is essential. Just as with other job responsibilities, ERG involvement requires commitment and expertise. A survey by Catalyst found that 65% of employees in companies with active ERGs reported a positive impact on their careers. Organisations should integrate ERG involvement into job reviews and performance goals to fully acknowledge these contributions.

Compensation Beyond the Financial: Recognising the Worth of ERG Involvement

While financial compensation is one way to acknowledge ERG members’ efforts, non-financial recognition holds immense value. These include:

Professional Development Opportunities: Offering access to leadership training, skill-building workshops, or conferences related to DEI, allowing ERG members to enhance their professional skills.

Visibility and Recognition: Highlighting ERG members’ contributions through internal newsletters, company meetings, or awards ceremonies, publicly acknowledging their valuable work.

Flexibility and Support: Providing flexible work arrangements or additional resources to support ERG initiatives, ensuring ERG members have the support they need to succeed.

Valuing the Heart and Soul of ERG Leadership: Recognising the Passionate Champions

ERG leadership is synonymous with passion and commitment. Leaders invest considerable time and emotional energy into driving change and fostering inclusive cultures. Recognising this dedication is crucial to retaining these invaluable champions of diversity. Organisations should provide ERG leaders with mentorship, leadership training, and opportunities to network with other DEI leaders.

Conclusion: A Strategic Investment in Organisational Success

Compensating ERG members for their contributions is an ethical consideration and a strategic investment. By acknowledging and valuing their efforts, organisations demonstrate their commitment to diversity and inclusion and leverage insights for innovation and growth. By recognising the value of ERGs and their members, organisations can create a more equitable, inclusive, and thriving workplace for all.


With over 25 years of dedicated leadership in the corporate, feminist, and LGBTQ+ realms, with a profound commitment to LGBTQ+ and women’s rights, I’m thrilled to be recognised by the British Diversity Awards. I stand ready to support, consult, educate, and advise on your next diversity challenge. Your journey towards inclusivity begins with a conversation. Reach out to me at with any inquiries.

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