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- Adults between the ages of 18 and 34, almost half (48 percent) noted they would either be \u201cvery interested\u201d or \u201csomewhat interested\u201d in the prospect of joining an ERG\u2014a percentage that dipped drastically for respondents over the age of 35 (25 percent)<\/li>\n<\/ul>\n
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- Of those respondents who said that the presence of an ERG would have an impact on their decision to apply at a company, slightly over half (52 percent) noted that an ERG program\u2019s existence would positively impact their decision.<\/li>\n<\/ul>\n
Likelihood to Apply at a Company With an ERG Program<\/strong><\/p>\n
![\"1\"](\"https:\/\/www.ngenperformance.com\/wp-content\/uploads\/2014\/10\/1.jpg\")
<\/p>\nAccording to Software Advice, Gen Y respondents indicated a much greater likelihood of applying to a company that offers an ERG. Almost 70 percent of 18- to 24-year-olds noted that ERGs would positively impact their decision to apply, while over half (52 percent) of 25- to 34-year-olds said the same. Thus indicating the positive influence that diversity initiatives can have on your branding.<\/p>\n
As we know, employees seek out employers that align with their values.\u00a0 Demonstrating your organization\u2019s commitment to creating an inclusive environment that values and respects differences will appeal to candidates that want to be part of an open and collaborative team. Given that Gen Ys are the most diverse cohort, they have an expectation that organizations will embrace diversity and will invest in ERGs to reflect their generation\u2019s make up.<\/p>\n
ERGs Drive Retention<\/h3>\n
The study also found that, of the respondents who said an ERG program\u2019s existence at a business would in any way impact their decision to stay, 60 percent said it would have a positive impact.<\/p>\n
Breaking the data down by age shows that well over half of respondents under the age of 44 noted they would be more likely to stay at a company offering ERGs.<\/p>\n
Likelihood to Stay at a Company With an ERG Program by Age<\/strong><\/p>\n
![\"2\"](\"https:\/\/www.ngenperformance.com\/wp-content\/uploads\/2014\/10\/2.jpg\")
<\/p>\nThese results may be due to the fact that ERGs help employees create bonds with others broadly across the organization. This\u00a0inculcates them deeper into your business and reduces the risk of turnover.\u00a0 Gen Ys in particular are loyal to \u2018their pack\u2019, which extends cross-functionally, across your organization.\u00a0 If younger employees have deeper relationships in different parts of the organization and at different levels, they will be less likely to leave even if some of their colleague in their pack do so.<\/p>\n
ERGs Positively Impact Engagement<\/h3>\n
Finally, Software Advice examined the impact ERGs have on engagement. Sixty-five percent noted that ERGs would have at least some positive impact on their engagement levels at work, especially those under 34 years old.\u00a0 They were more likely to note that ERGs would have a positive impact on their engagement levels<\/p>\n
ERG Program\u2019s Impact on Employee Engagement by Age<\/strong><\/p>\n
![\"3\"](\"https:\/\/www.ngenperformance.com\/wp-content\/uploads\/2014\/10\/3.jpg\")
<\/p>\nIt\u2019s not that Gen Xers or Baby Boomers won\u2019t value ERGs, but they may be less likely to place this issue as a high priority item for engagement.\u00a0 Communicating to all employees your organization and demonstrating how experienced employees can get involved or even champion a group can increase engagement levels.<\/p>\n
Identifying a senior leader who is committed to the group\u2019s success and will be an advocate internally will help raise the profile of ERGs and highlight how they are a strategic business driver that improves recruitment, retention and engagement of key employee groups.<\/p>\n","protected":false},"excerpt":{"rendered":"
Diversity, Inclusion & Engagement Increasingly our clients are approaching us to discuss how we can assist them in their diversity and inclusion efforts.\u00a0 This ranges from presentations around generational differences as one form of diversity, through to more robust HR … Continue reading
- Of those respondents who said that the presence of an ERG would have an impact on their decision to apply at a company, slightly over half (52 percent) noted that an ERG program\u2019s existence would positively impact their decision.<\/li>\n<\/ul>\n