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| Impact resource group | As a best practice, effective ERG leaders take advantage of strong connections within their organization to get access to the right people and funding required to sharply execute their initiatives. But none of her other expectations had materialized. Employees who rated their ERGs as effective or very effective in one or more categories were significantly more likely to report positive inclusion scores than employees who rated their ERGs as ineffective or very ineffective: 83 percent compared with 59 percent Exhibit 2. Effective organizations also provide ERG leadership with professional-development options, networking opportunities, and access to company leaders. This led to some duplicated effort. Leaders should view ERG participation and involvement as net benefits for both the employees themselves and for the company as a whole�and provide ERG leaders the room to carve out time for their ERG responsibilities. ERGs also help reform business operations, for example, when members of underrepresented groups call attention to unfair processes. |
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ERGs shouldn't just be social ERG who can advocate for their regular job duties, but.
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