new survey of
& Inclusion leaders by
the Institute for Corporate Productivity (i4cp) found three critical functions ERGs/BRGs
are taking on:
37% of organizations, ERG/BRG leaders are helping monitor the emotional
well-being of group members
in 37% of firms, leaders are surfacing needs and concerns of group members, who
may represent older workers, those with disabilities, or other employee
34% of organizations, ERG/BRG leaders are being asked to help keep their employee
community members connected and engaged
leaders also are stepping up to help ensure that group members receive company
communications related to their organizations’ COVID-19 responses, and others
are coordinating connections with members of their communities who may be able
to contribute helpful skills or resources—such as language translations, support
with child- or eldercare, aid setting up virtual workers, and the like.
employees may face unique challenges beyond those encountered by the general
population during times of economic and societal volatility, the survey
explored several other relevant topics.
leaders responded to queries about their efforts to help employees who have
school-aged children or others who rely on them for care. And amid potential
concerns that female employees could find themselves bearing disproportional
responsibility for that child or dependent care, the poll found indications
that is, in fact, occurring. So far, only 10% of organizations are trying to
help mitigate that pressure.
In asking about
generational friction in workforces arising from calls for social distancing,
the research found tensions are emerging in about a quarter of represented
the full survey results —due
to the current global health and productivity crisis affecting everyone, i4cp
is making all related ongoing research publicly available.
encourage you to visit i4cp.com/coronavirus for other employer resources including discussion forums, next
practices, useful resources, and more.