Signature Capabilities
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Hours of Content & TrailBlaze ToolsTM
Leadership and strategy Tools. Specialized and designed for ERGs in the signature Elevate TrailBlaze ToolsTM format.
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ERG ToolBooks and Toolkits
Featuring published ERG full ToolBooks and focused Toolkits over the past decade—all with our practical, trademarked TrailBlaze ToolsTM.
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ERG Longitudinal Impact Study
Measures the impacts of multiple Employee Resource Groups (ERG) stakeholder’s views by collecting annual, longitudinal data.
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Checklist for ERG Governance & Guidelines
The comprehensive checklist to enhance an existing ERG handbook or build a new one from the ground up.
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Years in Business
Multiply this with multiple faculty and staff experienced in ERGs.
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The inaugural Elevate ERG Summit
Globally gathered and hybrid. Featuring many executive speakers and interactive sessions.
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Clients and Partners Served
Over two decades of servicing ERGs, so you benefit from our extensive experience.
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ERG Keynotes and Sessions Delivered for the US Federal Government
The first ever to keynote at both the government-wide ERG Summit and the first-ever government-wide Office of Diversity & Inclusion Summit (with the topic of ERGs) hosted by the Office of Personnel Management (OPM).
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The three letters: Y-O-U
We listen carefully to you to assess mutual fit as a partner. Only from there do we customize, curate, or even create solutions.
How do you leverage the untapped potential of ERGs?
OUR FEATURED SOLUTIONS
OPPORTUNITIES FOR AND WITH ERGs
PEOPLE: Dedicated, Engaged & Fast-Focused
Boost in Retention
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Increase in job performance
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Better Collaboration
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Boost in Ability to Correctly Price Stocks and Focus on Facts
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PRODUCTIVITY: Cognitive Diversity & Market Advantage Innovation
Increased Success in New Markets
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More Market Share
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Higher Patent Citations for Mixed-Gender Teams Than Single-Gender Teams
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Sales for Most-Diverse vs. Least-Diverse Companies
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More Sales for every 1% Increase in Corporate Ethnic Populations
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PROFITS: Driven to Bottom-Line Return
Financial Returns (Above the Industry Mean with Ethnically Diverse Companies)
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Financial Returns (Above the Industry Mean with TopQuartile Gender Diverse Companies)
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Outperformance (of Large Companies with at Least One Female Board Member as Compared with their Industry Peers)
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More likely to report significant stock price increases over the past year
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More likely to report average revenue growth of over 15% for the past three years
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CAREER BENEFITS FOR ERG LEADERS
IN HIGH PERFORMANCE ORGANIZATION
ERG Leadership Development
Many ERG/BRG leaders do not receive the training required to make their groups fully effective. High-performance organizations are:
more likely to factor leadership development into ERG/BRG budgets
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more likely to describe their ERGs/BRGs as experiential career advancement and leadership development platforms
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more likely to provide training designed to help leaders align ERG goals with the organization’s strategic goals
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Career Benefits for ERG Leaders
ERG leaders report benefits that i4cp research has shown to accelerate leadership development. In high-performance organizations, they are:
more likely to cite the ability to strategically impact business result
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cite exposure to senior leaders and increased opportunity to build external reputation
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cite inclusion on interesting or challenging projects
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The top four benefits reported by ERG/BRG leaders in high-performance organizations:
Top 1
exposure to and recognition by senior leaders
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Top 2
opportunity to champion others
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Top 3
exposure in other organizational departments/silos
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Top 4
increased opportunity to build external reputation
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Expectations for Executive Sponsors
A sponsor’s primary expectation is to champion the ERG/BRG.
executive sponsors to be a champion for the group and its mission
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executive sponsors to coach or mentor ERG/BRG leaders
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executive sponsors to observe and source ERG/BRG members for leadership potential
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the executive sponsor role itself to function as a leadership development opportunity
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Expectations for Executive Sponsors
Organizations who succeed with their ERG/BRG strategy treat them as they would any other strategic initiative. High-performance organizations are:
describe their ERGs/BRGs as critical voices in fostering a more inclusive workplace
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assess or review ERG/BRG effectiveness at leadership development (Few do this, but those that do measure promotions and movement)
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report that ERG/BRG leadership experience has a positive impact on selection/succession decisions
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describe their ERG/BRG as respected by the organization’s leaders
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describe their ERG/BRG as effective to a high or very high extent
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WHAT OUR PARTNERS ARE SAYING?
The•ERG•Econ•omy
The Elevate ERG Economy is a Community of Practice (CoP) and movement that leverages the collective insights from our partnerships to maximize Employee Resource Groups.
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