Even as employees continue to look for more connections at work, ERG growth is slowing during a time when employees what more, not less. According to the 2025 Ragan Benchmark Report, 48% of organizations plan no change to their ERG commitments this year, and ERG expansion has dropped by 5%. The challenge? Without leadership support and alignment to DEI and compliance priorities, ERGs can lose momentum. This session will highlight how one organization secured a dedicated budget, gained executive champions, and built ERG programs that reflect their people and their business priorities. You’ll learn:
- Structure Strategies: Design an ERG model that balances employee passion with business priorities.
- Representation that Fits: Keep ERG groups activated and healthy, the resources and tools you can use to identify leaders within each group.
- ERG Longevity: Strategies to keep groups active and responsive to evolving employee needs that reinforce the importance of ERGs to your employer brand.
- Continued Investment: Make the data make sense to leadership teams and how to report ERG value in terms of recruitment, engagement, inclusion and retention for continued budgetary support.
