Latest news with #ERGs
Yahoo
19-05-2025
- Business
- Yahoo
Teleskope Receives Significant Growth Investment From SEVA
Minority investment will enable Teleskope to scale its unified end-to-end employee experience platform LAS VEGAS, May 19, 2025--(BUSINESS WIRE)--Teleskope Technologies, Inc. ("Teleskope" or the "Company"), the leading employee experience platform for Fortune 500 and global enterprises, today announced that it has received a significant minority investment from SEVA Growth LP ("SEVA"), a growth equity firm exclusively focused on serving customer-centric founders building fast-growing, profitable, technology-enabled companies. Founded in 2020 as an Employee Community focused software company, Teleskope has evolved into a unified employee experience platform, enabling Fortune 500 and some of the world's largest enterprises to effectively onboard, develop, and engage their global workforces. Teleskope's end-to-end platform provides robust employee experiences including Employee Resource Groups (ERGs), Mentoring, Employee Events & Communications, and Employee Journeys. The investment is being made through SEVA I LP and is the first outside institutional capital raised by Teleskope. The partnership will aim to further Teleskope's mission to provide meaningful engagement for employees at global enterprises and to nurture a sense of community and belonging in the workplace. In conjunction with the transaction, SEVA's Founder and Managing Partner, Shalin Mehta, will join Teleskope's Board of Directors. "We are thrilled to welcome Shalin to our Board and the rest of the SEVA team as our strategic growth partners," said Aman Brar, Teleskope Co-Founder and Chief Executive Officer. "This investment provides an opportunity to scale our business by growing our sales and marketing initiatives, strengthening our technology, and expanding into new product categories. We're excited for the next chapter of Teleskope's growth as we look to continue delivering robust employee experiences to our blue-chip customers." Maneet Sarai, Teleskope Co-Founder and Chief Product Officer, said: "SEVA really stood out from other prospective growth equity partners. Their customer-centric approach, robust network, and distinct focus on serving profitable, fast-growing, founder-led businesses made them a perfect match for Teleskope. This partnership will enable us to continue to provide our customers with robust employee experiences." "SEVA is excited to support Teleskope, which continues to define and lead the employee-experience category for some of the world's largest and most respected businesses," said Shalin Mehta, SEVA Founder and Managing Partner. "Teleskope's unified employee experience platform drives meaningful value by enabling mission-critical employee engagement in various facets of an employee's journey. We are excited to partner with Aman, Maneet, and the Teleskope team to continue to build on the Company's robust momentum and customer-centric approach by scaling product and pursuing strategic go-to-market initiatives." The terms of the transaction were not disclosed. ABOUT TELESKOPE Teleskope is the most powerful Employee Community Software trusted by Fortune 500 and global companies. Teleskope's employee community platform caters to all employee community needs, including Mentoring, Learning and Development, Volunteering Groups, Interest Groups, Resource Groups, Event Management, Internal Communication, and more. With Teleskope's suite of products, employers can provide meaningful engagement with employees and nurture a sense of community and belonging in the workplace. Teleskope's clients operate in more than fourteen business sectors, including Consulting, Retail, Banking, Financial Services, Healthcare, Information Technology, Food and Beverage, Hospitality, Transportation, Media, and Energy. To learn more, please visit: ABOUT SEVA SEVA is a growth equity firm exclusively focused on serving customer-centric founders building fast-growing, profitable, founder-led, internet, software, data, marketplace, and technology-enabled services companies. SEVA is based in Brooklyn, NY. To learn more, please visit View source version on Contacts Media:AugustScott DeveauSEVA@ Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Forbes
27-04-2025
- Business
- Forbes
3 Reasons For Leaders To Keep Or Start Employee Resource Groups
Ninety percent of Fortune 500 companies have Employee Resource Groups (ERGs), a number that is increasing and expanding, even in times of inclusion pushback. Employees that are a part of ERGs feel more included and engaged at work. They create safety nets for employees to share their experiences and have community, especially during times of high uncertainty. In my interview with Brian K. Reaves, executive vice president and chief belonging, equity, and impact officer of UKG, Reaves said, 'ERGs are a way to leverage diverse perspectives for innovation, drive business success through improved reputation and retention, and improve employee engagement.' Reaves leads the company's global belonging, equity and impact program, expanding existing initiatives while working to strengthen a culture built on trust, fairness and equality, so every employee can thrive in every stage of their career. They have 10 ERGs, with the newest ERG RISE (Rising Innovators Sustaining Excellence). The new ERG focuses on connecting and bridging generations within the workplace and empowering early-career employees to excel and rise to their potential. Since its inception in October 2024, RISE has 450+ members and is growing, with a vision to build a community that actively fosters and promotes individual development to drive innovation through cross-functional knowledge sharing and career growth. ERGs are not just nice to have, they are a must-have in business. UKG's research supports three primary business benefits of ERGs: engagement, retention and innovation. ERGs can significantly increase employee engagement by fostering a culture of trust and inclusivity. According to UKG's Great Place to Work model, nine high-trust behaviors are universal across generations, based on the feedback from 100 million people globally, including: listening, speaking, thanking, developing, caring, sharing, celebrating, inspiring and hiring. ERGs by definition are a place for candid conversations, where differences are celebrated and embraced. This sense of belonging and trust translates to increased engagement, as employees are more likely to be invested in their work and committed to the company's success. Catalyst recently hosted ERG leaders at enERGize, a virtual employee resource group conference that upskills ERG leaders and drives organizational innovation. One of the speakers shared, 'We created a space and environment where people can feel that they're heard and seen. This allowed our team members to come ahead and share their stories,' Nikolay Valchev, senior vice president of finance lead international operations and global diagnostics at Zoetis. Humans are built for stories. Sharing your story not only connects you to team members but to the broader organization. People are less likely to leave organizations when they feel connected and cared for. This is a unique opportunity for ERGs to leverage storytelling and community to bolster retention. Reaves shared that at one of their established ERGs, Nest, which is for caregivers, it is a unique opportunity for first-time parents to have a community of support within the organization. Nest facilitates storytelling and support during critical times in employees' lives. Communities like the Nest ERG help with retention, especially at a crucial time for many caregivers. Reaves sees ERGs as a proxy for their customer base. The employees involved in ERGs mirror the communities and organizations they hope to serve. They help provide perspectives leaders might otherwise miss and give proactive cues to the unmet needs of the marketplace. 'We recommend that employees join an ERG that they have lived experience in or affinity for, and also join one that's a stretch or outside their comfort zone. They are going to learn more by trying to be an ally, and build leadership skills. Our executive sponsors often cite they get more out of the ERG than they put in,' Reaves noted. This perspective taking is necessary for innovation and ensuring an organization's products and services reflect the diversity of its customer base. Employee Resource Groups (ERGs) are crucial for fostering inclusivity and engagement in the workplace, leading to increased employee satisfaction and retention. These groups also serve as a platform for diverse perspectives, driving innovation and providing valuable insights into the customer base. Companies benefit from ERGs through improved business success, reputation and a stronger sense of community among employees.
Edinburgh Reporter
25-04-2025
- Business
- Edinburgh Reporter
Why Building A Culture of Empowerment and Belonging in the Workplace is Good for Business
As organizations strive to create workplaces that reflect the rich diversity of their customers and communities, many are turning to a powerful, employee-led tool: Employee Resource Groups (ERGs). These voluntary, employee-organized communities support underrepresented groups and allies by creating spaces for connection, advocacy, and education. More than just affinity groups, ERGs have evolved into critical drivers of organizational culture, engagement, and strategy. In the modern workplace, where inclusive practices increasingly define business success, ERGs serve as both a mirror and a bridge—reflecting the lived experiences of employees while connecting those experiences to larger organizational goals. Photo by Hannah Busing on Unsplash What Are Employee Resource Groups? Employee Resource Groups are voluntary, employee-led communities organized around shared characteristics, identities, or interests. These can include race, gender identity, sexual orientation, disability status, veteran status, generational cohorts, working parents, or even professional development interests. Typically supported by executive sponsors and recognized formally by the organization, ERGs operate with defined goals, charters, and leadership structures. While they are often grassroots in spirit, they are increasingly integrated into corporate D&I strategies and business operations. The Role of ERGs in Advancing Diversity and Inclusion ERGs support diversity and inclusion initiatives by amplifying voices, building community, and creating pathways for systemic change. Here are five critical ways in which ERGs add value: 1. Creating Safe and Supportive Spaces At their core, ERGs provide safe spaces for employees to connect over shared identities or experiences. In doing so, they help combat isolation, foster belonging, and promote psychological safety—particularly for employees from historically marginalized groups. These communities offer a place to share concerns, celebrate culture, and support one another personally and professionally. For many employees, ERGs are the first space where they feel truly seen and heard at work. 2. Elevating Diverse Perspectives ERGs offer leadership an invaluable resource: unfiltered, authentic insight into the lived experiences of diverse employees. By elevating voices that might otherwise go unheard, ERGs help organizations understand the challenges, barriers, and opportunities within their culture and systems. Many ERGs host listening sessions, share feedback through formal channels, or conduct surveys that help surface issues related to inclusion, equity, and accessibility. This grassroots intelligence is critical to identifying blind spots and driving informed change. 3. Supporting Talent Development and Retention ERGs often provide professional development opportunities through mentorship programs, speaker series, networking events, and leadership training. For underrepresented employees who may face systemic barriers to advancement, these opportunities can be transformative. Participation in ERGs also helps employees build cross-functional relationships and visibility with senior leaders—factors strongly correlated with career growth and retention. In many companies, ERG leadership itself is viewed as a developmental role, giving employees experience in planning, budgeting, stakeholder engagement, and public speaking. 4. Building Allyship and Inclusion Across the Organization While ERGs center on specific communities, most are open to allies who want to learn, support, and advocate for equity. Through programming, communications, and inclusive events, ERGs help educate the broader employee base, break down stereotypes, and build bridges between diverse groups. This education and exposure contribute to a more inclusive workplace culture—one where differences are not just acknowledged, but valued. ERGs also often lead initiatives around inclusive language, cultural observances, and awareness campaigns, embedding D&I principles into the daily life of the organization. 5. Driving Business Impact and Innovation Today's ERGs are not just cultural or social groups—they are strategic partners. Many organizations now leverage ERGs as consultative bodies, seeking their input on product design, marketing campaigns, hiring practices, and customer engagement strategies. For example, an ERG focused on accessibility might provide feedback to a product team designing for people with disabilities. A multicultural ERG might consult on translating marketing materials or shaping campaigns that resonate across different communities. In this way, ERGs become internal think tanks that help companies innovate with inclusion in mind. Best Practices for Supporting ERGs To ensure ERGs thrive and contribute meaningfully to diversity and inclusion goals, organizations should provide structure, resources, and recognition. Here are several best practices: Executive Sponsorship : Assign senior leaders to serve as advocates, advisors, and champions for each ERG. : Assign senior leaders to serve as advocates, advisors, and champions for each ERG. Operational Support : Provide ERGs with budgets, administrative assistance, and access to communication platforms. : Provide ERGs with budgets, administrative assistance, and access to communication platforms. Alignment with Business Goals : Encourage ERGs to set measurable objectives that align with the organization's broader D&I and business strategies. : Encourage ERGs to set measurable objectives that align with the organization's broader D&I and business strategies. Leadership Development : Recognize ERG leadership as a career-building opportunity and include it in performance reviews. : Recognize ERG leadership as a career-building opportunity and include it in performance reviews. Measurement and Reporting: Program administrators who research the best erg community software are able to track participation, impact, and feedback to continuously improve programs and demonstrate ROI. The Future of ERGs: From Affinity to Strategy As workplace demographics shift and expectations around equity grow, ERGs are becoming increasingly strategic. They are helping organizations navigate complex topics like intersectionality, systemic bias, and cultural competence. They are also playing a role in shaping corporate responses to social justice issues, environmental sustainability, and community outreach. In high-performing companies, ERGs are not siloed in HR—they are embedded across departments, influencing everything from talent acquisition to customer experience. They are co-authors of the organizational narrative on inclusion, shaping what it means to belong in a modern workplace. ERGs are more than employee clubs or networking circles—they are engines of transformation. They help companies go beyond performative gestures and embed inclusion into the everyday fabric of work. For organizations serious about their diversity and inclusion commitments, ERGs offer a roadmap to authenticity, accountability, and sustained impact. By empowering employees to lead, listen, and shape the future of work together, ERGs create not just a more diverse workplace—but a stronger, more connected one. Like this: Like Related
Forbes
24-04-2025
- Business
- Forbes
2 In 5 Corporations Scaling Back LGBTQ Pride Engagement This Year, Survey Finds
Nearly two-fifths of corporations plan on scaling back engagement for LGBTQ Pride Month this June, an uptick from the same survey last year, while another two-fifths said their support would remain unchanged, according to a survey of corporate executives by Gravity Research, as some LGBTQ Pride organizations nationwide report fewer corporate sponsorships than past years. Some Pride organizations have reported corporate donors have scaled back funding this year. (Photo ... More by) Of the 49 executives surveyed from Fortune 1000 companies, those who said they were pulling back on Pride support cited pressure from conservative activists and President Donald Trump, who has signed executive orders gutting diversity, equity and inclusion and targeting the transgender community. Of the 39% of companies who said they would reduce Pride Month engagement this year, 43% said they would reduce external shows of support, which includes having a visual presence at or financially sponsoring Pride marches, offering a Pride merchandise line, updating social media branding and partnering with influencers for Pride-themed sponsorships. Fewer respondents, 19%, said their decreased engagement for Pride would be internal, including internal communication with employees about commitments to equality and offering employee resource groups. About 41% of the companies surveyed said their support for Pride will remain unchanged this year, while the rest responded 'don't know' or 'haven't decided.' Last year just 9% of companies told Gravity Research last year they would alter their Pride Month engagement plans. Gravity Research president Luke Hartig told Forbes the survey 'reveals just how dramatically the cultural and political tides have turned,' stating two-fifths of companies scaling back Pride Month engagement 'would've been unthinkable just five years ago.' Hartig said, though, 'most are holding firm internally, continuing to show up for LGBTQ+ employees and allies via events, partnerships with ERGs, and reiterating workplace inclusion.' One corporate leader told Gravity Research their company would reduce their acknowledgement of Pride Month on social media to 'minimize public visibility that could trigger attention.' An unnamed corporate executive at a Fortune 500 consumer staples company told Gravity Research it has 'reduced risk across all heritage month events' by 'focusing internally and doing what's right for our people and not necessarily shouting to the world about it.' Some executives told Gravity Research they are preparing talking points in response to their Pride Month activities, including one financial executive, who said their company has provided HR employees with prepared responses for employees who question its Pride Month support. The financial executive also said their company is planning to take a 'more conservative approach to how we are acknowledging Pride month on our social media channels.' Business-to-consumer companies (71%) are more likely than business-to-business companies (53%) to prepare for Pride Month-related backlash, Gravity Research reported, which it says shows 'increased public pressure and threat of consumer backlash.' Some of the United States' biggest Pride organizations have said corporate sponsors pulled back financial support this year. Anheuser-Busch, the alcoholic beverage company that battled a wave of conservative backlash in 2023 over a partnership between Bud Light and transgender influencer Dylan Mulvaney, declined to support St. Louis Pride in 2025 after more than 30 years of sponsorship, St. Louis Pride said in an Instagram post. San Francisco Pride organizers told Forbes Anheuser-Busch also declined to support the organization this year, as did previous sponsors Comcast and alcoholic beverage company Diageo, representing a loss of $200,000 in corporate sponsorship funding. Pride Houston's board of directors told Forbes some corporate sponsors reduced support by as much as 75%, totaling $100,000 in lost funds. Chris Piedmont, media director for NYC Pride, told Forbes some corporate sponsors have scaled back budgets, though he did not name specific companies. The loss of funding has led some organizations to turn to crowdfunding, including St. Louis Pride and Twin Cities Pride in Minnesota, which cut ties with Target after the company walked back its diversity, equity and inclusion measures in January. Some companies have faced backlash among conservative activists in recent years for their support for LGBTQ pride, notably Bud Light, which lost its spot as the top beer in the United States after facing a consumer boycott over its partnership with Mulvaney. Within about a month of the Bud Light boycott, which began in April 2023, Bud Light's sales were down 26% compared to the year prior. Other companies that faced online attacks and boycotts included Nike, which also partnered with Mulvaney in 2023, and Target, which sparked outrage for selling a swimsuit marketed for trans women. In response to backlash, Target removed some of its LGBTQ pride items from stores. Target has faced renewed boycotts in recent weeks after it joined a wave of companies walking back diversity, equity and inclusion standards, angering critics who viewed the company as a longtime LGBTQ ally. Target's foot traffic in stores has been down year-over-year for 11 straight weeks, beginning with the week after it dropped DEI commitments in January, Retail Brew reported. St. Louis Pride Says Anheuser-Busch Ended Sponsorship—As Corporate Support For LGBTQ Pride Celebrations Dwindles (Forbes)
Business Wire
22-04-2025
- Business
- Business Wire
Lyra Health Unveils AI Platform to Build
BURLINGAME, Calif.--(BUSINESS WIRE)--Lyra Health, the leading provider of Workforce Mental Health solutions, today announced Lyra Empower. The new AI-powered platform is the foundation of Lyra's vision to bring life-changing mental health care to people across the globe, combining the highest-quality care and technology solutions for HR leaders, members, and providers. 'Lyra was the first mental health company to thoughtfully bridge a deep clinical understanding with technology to deliver never-before-seen quality and access,' said Jennifer Schulz, chief executive officer of Lyra Health. 'Evolving technology creates the opportunity to take that to a whole new level, improving care for members and guidance for organizations while delivering the highest ROI in mental health.' Lyra Empower brings all of Lyra's AI-enhanced tools and features onto one connected platform, delivering actionable insights for HR leaders, a more personalized care experience for members, and more efficient workflows for providers. Built upon clinical insights from the highest-quality provider network and Lyra's proprietary care model, the platform will support the development of new personalized tools and experiences while helping to drive down healthcare costs for employers. New AI-enhanced products and features rolling out over the next year include: Lyra Connect for HR Leaders Lyra Connect is the first predictive insights engine that provides benefit leaders with an anonymized, aggregated, and real-time view of employee mental well-being. Lyra Connect enables benefits leaders to understand employee engagement, emerging trends, and ROI on a population level, empowering them to take action based on these insights. Integrated with Lyra's extensive suite of research-backed organizational tools and workplace solutions, Lyra Connect continuously analyzes workforce mental health data, identifies issues, and recommends tailored campaigns and organizational solutions, enabling benefit leaders to foster a positive impact on employee resilience and workforce productivity in the moment. Sophisticated benchmarking & projections: AI analysis compares workforce information against peers, industries, and evidence-based best practices, while predictive analytics help HR leaders plan for the future. Real-time, data-driven recommendations: HR leaders can quickly respond to external crises or workplace issues with segmented outreach to individuals in care, including targeted support for Employee Resource Groups (ERGs), team-specific manager trainings, or organization-wide campaigns and programmatic communications. Localized content: Expanded evidence-based tools and resources address the specific issues impacting a region's population in the local language and are adapted to cultural norms. Lyra Care for Members Lyra Care, the company's proprietary care model, combines evidence-based therapy with personalized support between live sessions to help members achieve faster, longer-lasting recovery. Using clinically validated digital tools—such as educational videos, interactive exercises, and messaging—Lyra's network of evidence-based providers helps members develop, practice, and retain mental health skills. First introduced in 2016, this comprehensive approach is proven to help nine out of ten people get better and stay better. Lyra's new AI-enhanced offerings deliver a seamless, highly personalized care experience for members, focusing on whole-person care. Lyra Care will more intelligently anticipate member care needs, match them with the right provider, recommend supportive resources, and coordinate care across benefits, leading to faster recovery and improved outcomes. Lyra Engage for Providers Lyra Engage is an AI-enhanced Care Delivery System that equips all providers with everything they need to scale Lyra Care's consistent, high-quality care worldwide. It streamlines scheduling, documentation, and outcomes tracking in one intuitive system, while reducing administrative burden, freeing up more time for care. Engage will add four powerful new features that improve the quality of care for members and reduce administrative burdens by up to 40%: Enhanced predictive risk flagging: This new safety monitoring system uniquely enables Lyra's providers to proactively engage members at the earliest signs of risk. Personalized patient communication: AI supports providers in sharing personalized summaries after each session, encouraging clients to continue building skills between appointments. Connected documentation and scribing: AI assists providers in generating session notes that are accessible to treating providers across the network, improving coordination and saving clinicians valuable time. Instant online booking for every provider: Members can easily book online with providers across the Lyra network, with appointment reminders and intuitive calendar management. Lyra Link for an Integrated Benefits Ecosystem Lyra Link represents a major advancement in health benefits, serving as the first and only behavioral health ecosystem designed to support whole-person care with seamless client data sharing across diverse benefit platforms. Lyra Link builds on the company's Integrated Benefits Ecosystem introduced in 2023, and powers a unified view of well-being data at both individual and population levels in both Empower and Connect. For example, once a weight loss benefit is integrated, a specialist helping a member with diabetes management can coordinate with a Lyra therapist to ensure mental health needs are addressed alongside physical care addressing root causes rather than isolated symptoms, ultimately delivering smarter care, improved outcomes, and a greater return on investment for employers. Delivering Unparalleled Returns for Employers Lyra delivers the highest sustained ROI in mental health care with a proven 3:1 ROI. The company's commitment to providing the highest-quality clinical care results in predictable cost reductions for employers. The Lyra Empower platform significantly enhances the company's ability to provide highly personalized care and actionable insights for HR leaders and deliver health care cost savings. About Lyra Health Lyra Health is the leading provider of Workforce Mental Health benefits, available to more than 20 million people globally. Lyra is transforming access to life-changing mental health care using AI-powered provider matching, personalized support, and a digital platform to deliver evidence-based support for individuals and teams. Lyra quickly connects members to the largest dedicated global network of evidence-based mental health providers and well-being tools, addressing every mental health need and delivering outstanding positive outcomes that are equitable across diverse racial and ethnic groups. Extensive peer-reviewed published research confirms that Lyra's transformative care model helps people recover twice as fast, resulting in a 26% annual reduction in overall healthcare claims costs for participants. For more information about Lyra Health's Workforce Mental Health benefits for employers, visit
