Measuring ERG Participant Engagement
Updated November 2022
Purpose of this Worksheet
This worksheet should be used to gauge ERG members’ and participants’ level of engagement. Small pulse surveys throughout the year will provide consistent reference to engagement levels and more time to shift efforts.
Worksheet Instructions
Using the rubric below, periodically (at least once, but up to four times per year) ask your members to provide feedback. We recommend including additional questions based on the programming, goals, or support needed for ERGs. This type of survey is personal from organization to organization and should change and evolve. Some questions should remain the same as a benchmark but a pulse survey is to get a look at what is going on RIGHT NOW vs. what was going on 3 or 6 months ago.
Engagement Survey
Question | 1 | 2 | 3 | 4 | 5 |
The purpose and/or mission of this group is clear. | |||||
I find the group’s purpose and/or mission is compelling. | |||||
I know what is expected of me as an ally (someone who does not identify with the group’s main demographic) | |||||
I know what is expected of me as an identifier/in group member (someone who does identify with the group’s main demographic or identity) | |||||
I know what is expected of me as a leader or executive sponsor. | |||||
It has been expressed by leadership or the executive sponsor how my participation adds value to the group. | |||||
My participation in the group supports my career goals. |
During the last {quarter, six months, year}, how many of the group’s programs, projects, and activities did you participate in?
- None of them
- A few of them (1–2)
- Some of them (3–4)
- Most of them (5–6)
- All of them
Which, if any, of the programs, projects, and activities resonated with you most? Why?
How much time, if any, did you devote to this group during the last {quarter, six months, year}?
- None
- At least 1 per week
- 1–2 hours per week
- 3–4 hours per week
- 5+ hours per week
Other Types of Questions
- Do you want to know about a specific event that the ERG held?
- Do you want to know about a specific event or situation at the organization (such as a layoff)?
- onboarding of new employees or new ERG members
- belonging-related questions
- types of programming (speakers, education, recruitment, product, etc.)
Engagement Surveys
If your organization already has an engagement survey, it is worth asking the questions that remain the same on that survey rather than a pulse survey. That way, it can be compared and benchmarked against demographic information and can be used by all ERGs, not just one.
Results
Use the average score in each of the questions to determine where your engagement currently sits. Scores between 4-5 are optimal, scores averaging around 3 provide an opportunity to improve and engage more meaningfully. If scores are below a 3 or no willingness to dedicate time, then a full ERG reassessment may be necessary.
Resources
- Maximizing Employee Resource Group Engagement for Success | Chezie
- How to start a LGBTQ+ employee resource group
- 11 Ways Comms Teams Can Support ERGs And Business Goals
- ERG Toolkit
- Employee Resource Group Toolkit: Building & Sustaining Engaging Workplace Communities
Contributors to this Template
- Paul B. Tucker, Lead Advisor, Racial Equity & Program Facilitation
- Ayanna Kelly, DEI Product Manager & Mental Health & Latinx Culture Advisor
- Jes Osrow SHRM-SCP, Co-Founder & DEI Specialist
