The ERG Movement Model

The ERG 2.0 ERG Development Model

The ERG Movement Model

The ERG 2.0 Development Model

The ERG Movement Model

The ERG 2.0 Development Model

The ERG Movement Model

The ERG Movement Model

The ERG 2.0 Development Model

The ERG Movement Model

The ERG 2.0 Development Model

The ERG Movement Model

The ERG Movement Model™️

The 2.0 ERG Development Model

The ERG
Movement
Model

For ERG 2.0 Employee Resource Group Program Development

The ERG Movement Model™️ is a departure from the status quo, bringing decades of business development acumen into the ERG space. This model aims to turn ERG programs into self-sustaining power houses.With an approach that's as innovative as it is tried-and-true, we're laying down a foundation for ERG Programs that are built to last.

01

ERG Infancy
  • Creating and Communicating the Program Vision & Strategy
  • Creating and Communicating the Program Vision & Strategy
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02

ERG Early Adolescence
  • Market & Launching the program to employees
  • Refining data collection systems
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03

ERG Mid Adolescence
  • Creating and Communicating the Program Vision & Strategy
  • Creating and Communicating the Program Vision & Strategy
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04

Late Adolescence
  • Small scale business impact
  • First pass at Standard Operating Procedures (SOPs) for stakeholder relationships
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05

Maturity
  • Developed stakeholder SOPs for business impact
  • Solidify systems with automationand software
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Employee Resource Groups have been key in creating a sense of unity and support in workplaces, especially during important times in society. However, they often run into strategic challenges. The ERG Movement Model sheds light on a new way of looking at these groups- helping to grow and support these communities in a well-organized way. Find out how this fresh approach is changing the way ERGs work, making them more effective and impactful in today's business world.

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The Infancy stage of an ERG is a period of laying foundational pillars, establishing strategic direction, crafting clear objectives, and fostering an environment where members feel valued and engaged. This stage is crucial as it sets the groundwork for how the ERG will function and evolve over time.

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The Early Adolescence Phase in The ERG Movement Model is a key period marked by rapidly growing membership, acting as a vital test for newly trained ERG Leaders. This phase focuses on honing essential skills and fulfilling the basic requirements of their roles. The ERG Directly Responsible Individual (ERG DRI) plays a significant role in guiding the program forward, ensuring that everyone sticks to the established Standard Operating Procedures, and offers steady support and motivation. 

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The Mid Adolescence phase of The ERG Movement Model is a time for building a strong community, enhancing member engagement, and laying the groundwork for future scaling. For ERG Leaders and program managers, this phase is about striking the right balance between innovation and adherence to established processes, ensuring the ERG is poised for continued growth and success in its journey.

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The Late Adolescence phase of The ERG Movement Model is a period of strategic growth and deepening engagement. It's a time for ERG Leaders to expand the program's reach and offerings, while ensuring that the fundamental metrics are met. This phase requires a balance of innovation, strategic planning, and adherence to core values, setting the stage for the ERG Program’s continued success and impact.

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The Maturity phase of The ERG Movement Model is a period of sustained growth, continuous improvement, and strategic integration within the organization. This phase requires a balance of innovation, strategic foresight, and a deep understanding of the organization's culture and objectives. For ERG leaders and members, it’s a phase of fulfillment, celebration of achievements, and anticipation of new challenges and opportunities.

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Learn more about the phases of the model

Data
Business Impact & ROI
Basics
Ranking Every ERG Metric from Best to Worst
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Basics
Governance
Infancy
Growth
3 Keys (3P's) to Successful ERGs
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Early Adolescence
5 Strategies for Combating Burnout Among ERG Leaders: Tips for ERG Program Managers
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Exclusive Keynote

The ERG Movement Model™️ EXPLAINED

  • English
  • English, Spanish, French, Italian, Portuguese
  • Beginners, Intermediate & Professional
  • Full time access
  • Certificate of completion

People love the ERG Movement Model!

Hear from others how The ERG Movement impacted their programs.
Javonda Quinn
Director of Diversity Equity Inclusion
“ My ERG leaders have really truly benefited from The ERG Movement talking to them about how to share data with their managers so that they can provide buy-in to the work that they're doing and talking about how to scale their ERGs to the next level.”
Robin Gayle
ERG Leader
“I knew nothing about being an ERG leader. And so I read all the information that I could find in books. I also searched online and I discovered The ERG Movement… and it has been helpful and a resource to me ever since. I recommend it to anyone who needs help.”
Rhett Burden
Director of Diversity, Equity, Inclusion, and Belonging
“I can't say enough about Maceo and The ERG Movement. Maceo is doing incredible things across social platforms, across the channel that she created, bringing leaders together, and ensuring that ERGs can be the most effective in every workplace.”
Justin Manger
VP, HR Business Partner and Diversity, Equity and Inclusion Lead
“The ERG Movement is a real pillar for many of the DEI and ERG leaders across The country, and I'll even say the globe. I'm super excited to be part of a community that cares so much about the ERG space.”

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