ERG Strategic Impact Model

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The 2024 application process is now closed. Stay tuned for announcements of this year’s winners!

The 2024 Diversity Impact Awards® are scored using the ERG Strategic Impact Model. ERGs and Diversity Councils serve as a critical lever in the execution of an organization’s DE&I strategy.  The most successful organizations directly align their DE&I strategy to their business strategy.  The ERG Strategic Impact model represents those key areas upon which ERGs, BRGs and Diversity Councils should focus to drive organizational results.

Click on a category to learn more.

Applicants are scored on the positive impact they had across their entire organization with actions such as:

  • Growing market share/client base​
  • Reducing costs​
  • Increasing productivity​
  • Driving innovation​
  • Improving quality​
  • Increasing revenue​
  • Increasing safety/security​
  • Improving service delivery/patient care/customer care​
  • Creating or improving products & services

Applicants are scored on their success in attracting, developing and retaining diverse talent for their organization in key areas such as:

  • Women
  • People of color
  • LGBTQIA+
  • Veterans
  • Individuals with disabilities
  • Generationally diverse employees
  • All other dimensions of diversity

Applicants are scored on their ability to gain visible support and involvement from:​

  • Employees​
  • Allies​
  • Human Resources​
  • Staff organizations (e.g. marketing, sales, legal, finance)​
  • Core organizational and/or business functions (e.g. engineering, manufacturing, medical staff)​
  • Remote employees​

They are also scored on their success in:

  • Aligning with other ERGs and Diversity Councils
  • Increasing their ties to other major organizational initiatives (e.g. safety, quality, training)
  • Ensuring policies and practices that support a culture of inclusion within their organization

Applicants are scored on the commitment and success of their groups’ leadership.

  • Senior Leadership (not Executive Sponsor or Chief Diversity Officer)
    • held Middle Managers accountable for supporting their Group members
    • were involved in mentoring Group members
    • communicated Group’s progress to external groups
    • included Group’s messaging/progress in their communications
    • reviewed the progress and results of Group against its goals
    • served as articulate advocates for the Group during Senior Leader meetings
    • provided exposure for Group members on a regular basis in their Senior Leadership meetings
  • Middle Managers
    • included their department’s Group members’ work in performance appraisals/development plans
    • included their department’s Group members’ Group work as an agenda item at their staff/department meetings
    • used their participation in Group events/projects as a vehicle for strengthening their leadership skills
    • provided recognition to Group members in their department for participating in Group events/projects
  • How your Group tracked and measured its impact or results
  • How your Executive Sponsors and Group leaders held accountable in meeting Group results

Applicants are scored on how their education and communication strategies advanced the goals and growth of their group.

This category is based on how your group implemented new or improved initiatives that ​impacted your organizations educational plan and process in the following areas: ​

  • Organization-wide DE&I education​
  • Senior Leadership development education​
  • Management development education​
  • New hire orientation​
  • Other training (e.g. sales, service, safety, etc.)​

This category also looks at how your group implemented new or improved initiatives that increased and strengthened your Group members’ skill and knowledge in the following areas:

  • New group member orientation that included a DE&I knowledge and skill building component.​
  • Group meetings included on-going DE&I knowledge and skill building.​
  • Group members networked with members of other groups (ERGs/Diversity Councils internal and external to the organization).

As within the larger organization, creating a sense of Belonging within ERGs is critical to its success.  Individuals need to feel they have a voice and can find meaning in their work within the ERG.

Applicants have the option to:​

  • take a short survey that measures the degree to which Group members feel engaged, included and safe.  ​
  • produce a short (3-minute max) video sharing your strategies for sustaining a climate in which your Group members feel they Belong.