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Chezie ERG Summit Recap: Measuring ERG Success and Impact

October 26, 2023
3 min. read

Measuring the impact and success of Employee Resource Groups (ERGs) can be a challenging task, but data is the key to success. Making data-driven decisions and getting executive buy-in starts with having the numbers to back up your ERG's business benefit.

During this year's Chezie ERG Summit, Kristen Bell, Founder of CultureCite and ReviewTailor, joined the team to provide strategies for effectively evaluating ERG performance and collecting those precious numbers.

Session Highlights

The central theme of the webinar was the essential need to measure the impact and success of ERGs. Kristen's experience gave her the expertise needed to run the audience through the critical role that data collection and analysis play in evaluating ERG effectiveness. Recognizing that simply having ERGs in place is not enough; it's equally important to understand how they contribute to the organization's broader goals.

ERGs are multifaceted. These groups, often catalysts for DEI within organizations, present both challenges and opportunities. Kristen emphasized the need to navigate this landscape strategically by using data. For example, collecting survey data after events can show if those events are benefiting your membership, or on a larger scale, if they're contributing to business retention. By gathering and analyzing relevant data, ERG leaders can uncover insights that allow them to gauge their impact accurately.

Kristen provided a clear roadmap for attendees, offering actionable steps to assess and enhance the performance of ERGs. Using the Chezie Model Movement Assessment and the 4C Evaluation Model, she gave ERGs and program managers actionable steps to begin working on their own data gathering and evaluation systems. By following these strategies, organizations can develop a robust framework for assessing the effectiveness of these groups.

Key Takeaways & Recommendations

  • Align with DEI Strategy and Pillars: Kristen emphasized the importance of aligning ERGs with the organization's DEI strategy and pillars. A clear alignment ensures that ERG efforts are congruent with overarching diversity and inclusion objectives.
  • Define Goals and Objectives: ERGs should be clear about what they aim to achieve and why. Establishing specific goals and objectives is essential for tracking progress and success.
  • Collect Relevant Data: Data is the key to measuring impact. Attendees were encouraged to employ various methods, such as surveys, to gather information about ERG participation, demographics, and experiences.
  • Member Sign-Up Forms: Creating membership forms can help capture valuable information about ERG members, including their department, location, and roles. This data can be used to tailor ERG activities effectively.
  • Feedback Surveys: After ERG events, conducting post-event surveys can provide insights into the participants' experiences, satisfaction, and suggestions for improvement.
  • Engage ERG Leaders: Understanding the challenges faced by ERG leaders is vital. Addressing their concerns, providing support, and recognizing their contributions are essential for sustaining ERG success.
  • Active vs. Passive Membership: Distinguishing between active and passive ERG members allows for a more accurate assessment of engagement and participation.
  • Demonstrate Business Value: ERGs must connect their initiatives and efforts to cost savings or revenue-generating mechanisms. Communicating the value they bring to the organization is crucial, both qualitatively and quantitatively.


The "Measuring ERG Impact and Success" session provided attendees with an invaluable step-by-step guide to assess and enhance the effectiveness of Employee Resource Groups. Kristen's actionable steps to collecting, analyzing, and communicating data to demonstrate the business value of ERGs are something you cannot ignore. By following the strategies and key points shared during the event, organizations can ensure that their ERGs not only positively contribute to their workforce, but stay around for a long time.

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