The Event Isn't the Point

Hello Trailblazers & Changemakers,

Happy Pride Month!

For the sake of today’s newsletter topic, let’s imagine it’s June 30th.

Pride Month is coming to a close; your ERG hosted three events with solid turnout and generally good vibes. But now what?

It’s a question many ERG leaders find themselves asking at various points throughout the year, and it’s usually a signal that you’re measuring the wrong thing when it comes to your events: output, instead of outcome.

Remember: Events are a tool of employee resource groups, but they’re not the goal.

Your programming should be a means to a greater end, ultimately driving something deeper, like learning, connection, visibility, and/or action.

Let’s discuss how you can keep the main thing, the main thing.

Why the “Event-First” Mindset Falls Short

When ERG programming is built around the calendar, not the mission, things get shaky. Here’s why:

• Without clear intent, events become performative.

• Heavy programming without tangible impact leads to burnout for ERG leaders.

• If there are no defined outcomes, it’s hard to say what success even looks like.

ERG leaders will find themselves planning and hosting events for events’ sake, and ERG members will eventually start to question why they even show up.

It’s time to nip this in the bud. 

The Four Outcomes Every ERG Program Should Aim For

If you’re struggling to identify clear outcomes for your ERG programming, consider these starting points:

1. Learning: Some events are designed to expand awareness, challenge assumptions, or build new skills across the company. The goal is to walk away knowing more and/or thinking differently.

   Example: A Black History Month workshop on systemic racism in the workplace, followed by breakout groups and a reflection activity.

2. Connection: These events prioritize relationship-building across functions, identities or geographies. They help people feel that they are recognized and part of a larger community.

   Example: A speed networking session between the Women’s ERG and New Hires ERG to build community and mentorship bridges.

3. Visibility: Events with visibility as the intended outcome seek to amplify underrepresented voices to leadership or other key stakeholders.

   Example: A Latinx ERG hosts a panel on bicultural identity, with executives attending and the recap featured in the company newsletter.

4. Action: Action-driven events aim to turn conversations into meaningful change regarding policy, behavior, or new initiatives.

   Example: A Mental Health ERG town hall highlighting burnout, which leads to a new PTO pilot and updated manager training.

Design for Outcomes (Not Just Attendance)

Moving from box-checking and calendar-filling to real impact starts with asking the right questions, perhaps the most important one being: What do we want people to walk away from this event with?

Here are a few additional questions to help you get started:

• What’s the goal of this event?

• Who is it for—and who’s missing?

• How will we know if it worked?

When programming is rooted in purpose, even one event can spark real change. 

And remember, success isn’t always about the biggest turnout or the flashiest guest speaker. It’s about the conversations people keep having long after the event is over. It’s about the subtle shifts in perspective and the policies that get rethought because someone was finally given a platform to speak up. 

It’s not about headcount. It’s about impact.
Dumebi

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offer a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.