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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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Cross-Industry, Cross-Sector Communities of Practice Plus (CoP+)

Continuing cohorts who share and do-create ERG best and next practices to engage and evolve across industries and sectors. 
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ERG FAQs

Key questions posed by our partner organizations and beyond, ranked by key criteria. 
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ERG Case Studies

Featuring primarily success case studies of ERG best and next practices.  
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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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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.  
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Clients and Partners Served

Over two decades of servicing ERGs, so you benefit from our extensive experience. 

How do you leverage the untapped potential of ERGs?

OUR FEATURED SOLUTIONS

OPPORTUNITIES FOR AND WITH ERGs

PEOPLE: Dedicated, Engaged & Fast-Focused

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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

PRODUCTIVITY: Cognitive Diversity & Market Advantage Innovation

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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

PROFITS: Driven to Bottom-Line Return

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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

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:

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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

Career Benefits for ERG Leaders

ERG leaders report benefits that i4cp research has shown to accelerate leadership development. In high-performance organizations, they are:

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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

The top four benefits reported by ERG/BRG leaders in high-performance organizations:

Top 1

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exposure to and recognition by senior leaders

Top 2

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opportunity to champion others

Top 3

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exposure in other organizational departments/silos

Top 4

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increased opportunity to build external reputation

Expectations for Executive Sponsors

A sponsor’s primary expectation is to champion the ERG/BRG.

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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

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:

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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

WHAT OUR PARTNERS ARE SAYING?

For more information, contact us at [email protected]