Showing appreciation for ERG leaders is important, as these individuals work on their own time to boost a sense of belonging and inclusion for underrepresented employees in their organizations. One way companies consider showing appreciation is by offering compensation. However, it's important to think through the various considerations before implementing ERG Leader pay.

One of the first things to consider is the amount of compensation that is appropriate. ERG leaders come from different levels of employees within the organization, which means that a thousand dollars might mean different things to different people. In other words, it's not equitable to compensate everyone the same way, as it may not be as appreciated by some as it is by others. Therefore, it's essential to find out what would be meaningful to each individual and to consider a compensation structure that accounts for different levels of leadership, experience, and contribution.

Another consideration is whether compensation is the best way to show appreciation. While monetary compensation can be appreciated, it should not take the place of actually making the ERG program better. ERG leaders are driven by their passion for their community, and a poorly organized or run program can lead to burnout and disengagement. Therefore, it's crucial to focus on improving the ERG program itself, and compensation can be an additional form of appreciation to show that their work is valued.

It's also important to ensure that ERG compensation is not performative. Compensation can be tricky, and the mark can be missed very easily. For example, a company that offers compensation just to say they did it is not only ineffective, but it can also be detrimental to the program and to the leaders themselves. Compensation should be thoughtful and intentional, and should be based on the actual work that ERG leaders do, and not just for the sake of ticking a box.

Additionally, it's important to consider the possibility of "enough." While compensation can be meaningful, there comes a point where it may no longer be enough. It's essential to have a continuous appreciation strategy that encompasses all the different love languages to ensure that ERG leaders feel appreciated in a holistic way. Implementing compensation should be done in conjunction with other forms of appreciation, and it should not be used as a replacement or an excuse for not improving the ERG program.

It's worth noting that financial compensation is just one aspect of appreciation, and it's not always the most important. In fact, there are many other ways to show appreciation that may be more effective and meaningful for ERG leaders. For example, acts of service, quality time, words of affirmation, and physical touch are all love languages that can be used to show appreciation. By incorporating all of these different love languages, companies can ensure that ERG leaders feel appreciated in a holistic way.

Offering compensation as a form of appreciation for ERG leaders should be done thoughtfully and intentionally. Companies should consider the amount of compensation, whether it's the best way to show appreciation, and whether it's being done for the right reasons. ERG compensation should be a part of a larger appreciation strategy that encompasses all of the different love languages to ensure that ERG leaders feel appreciated and valued for the work they do in promoting diversity and inclusion in the workplace.