The ROI of Belonging

Hello Trailblazers & Changemakers,

If you’re anything like me, then you’re probably tired of hearing that belonging is a “soft concept”—a warm-and-fuzzy ideal that’s somehow separate from business strategy.

But let’s be honest: the idea that belonging doesn’t impact the bottom line? That’s outdated.

Because what we’re really talking about isn’t just belonging for belonging’s sake. We’re talking about a powerful driver of retention, innovation, recruiting, and brand reputation. And more often than not, that work is happening inside employee communities—ERGs, affinity groups, and local networks alike.

The challenge? Turning what we know to be true into something we can prove in the boardroom.

So let’s dig into it.

What We Mean by ROI

When most leaders hear “return on investment,” they immediately jump to cost savings. That’s fair—financial return is critical. But in the world of ERGs and employee communities, ROI is multidimensional.

Here’s what we mean:

Retention: People stay where they feel seen. Belonging drives loyalty, and loyalty reduces attrition. In fact, LinkedIn’s own data shows that employees who participate in ERGs are more likely to stay longer at the company.

Innovation: ERGs aren’t just social groups—they’re insight engines. Community members bring forward ideas rooted in lived experience and often spot blind spots in product development, marketing, and customer service that others might miss.

Recruitment: ERGs are often the first thing candidates look for when evaluating company culture. A strong community presence improves employer brand, builds trust, and creates a sense of psychological safety before someone even walks in the door.

Reputation: Your brand isn’t just what you say—it’s what you show. ERG-led events, social campaigns, and external partnerships play a huge role in how the world sees your company. The ripple effect of community-driven visibility builds real brand equity.

Now here’s the kicker: none of this matters if you’re not measuring it.

You Can’t Improve What You Don’t Track

One of the biggest reasons belonging still gets dismissed as a “soft” concept is because too many programs aren’t tracking their outcomes—or they’re only capturing surface-level data, like event attendance or email opens.

But here’s the truth: if you want leadership to invest in your ERGs, you have to show the return. And that means tracking the right metrics, consistently and intentionally.

To truly unlock the ROI of your employee communities, start by treating them like any other business initiative:

• Align ERG goals with company-wide KPIs—reduced attrition, higher employee satisfaction, increased internal mobility, stronger referral pipelines.

• Track not just how many people show up, but how often they engage, how long they stay, and what actions they take as a result.

• Connect the dots between ERG activity and business outcomes: Are members getting promoted faster? Are they more likely to refer candidates or renew their engagement year over year?

And don’t stop at tracking—report it. Share executive-ready dashboards. Tell the story of what’s working and where there’s opportunity.

Because if you want ERGs to be seen as strategic, you have to treat them that way—starting with the data and ending with a story leadership can’t ignore.

ROI in Action: A Case Study from Apex Systems

Still wondering what this looks like in real life?

Apex Systems, one of the largest IT staffing firms in North America, used Chezie to transform how they managed and measured their ERGs. Before Chezie, everything was manual—disjointed spreadsheets, late-night emails, inconsistent data.

After implementing Chezie:

• ERG admin time dropped by 30%

• Community engagement increased across every demographic

• And most importantly, they gained real-time visibility into how their ERGs were influencing retention, leadership development, and company culture

Now, when Apex’s People team presents to execs, they’re not just showing headcounts—they’re showing impact. And that’s what gets leadership to invest, sponsor, and advocate.

📖 Want the full story? Read the case study here.

Reframe the Narrative

It’s time to stop looking at ERGs as a side project and start treating them like what they are: high-potential engines for business success.

Because belonging isn’t fluff. It’s fuel.
And employee communities aren’t just social clubs. They’re strategic assets.

But only if you build the structure—and the story—to prove it.

Ready to Prove the ROI of Your ERGs?

If you're trying to build a stronger case for your employee communities, we’ve got you.

Reply to this email and I’ll send you a worksheet to help you map ERG goals to business outcomes.

Let’s stop waiting for belonging to be taken seriously—and start showing why it already should be.

Onward and upward,
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.