Investing in People: Why Time Off and Recognition Matter More Than Ever

Celebrating our wins is so very important to our balance of home and work. To truly enjoy being in our workplaces and having the experience of being seen and valued, there needs to be joy experienced in the company of our colleagues. That joy is not incidental - it is a key contributor to psychological safety and productivity. In high-stress environments, especially those characterized by limited staffing and growing service demands, these moments of recognition and connection function as essential touchpoints to restore morale and sustain performance over time.

In the private sector, employees who participate in Employee Resource Group (ERG) activities are sometimes provided with an extra vacation day. That extra day off is so very important during highly stressful work situations, brought on by a lack of services and personnel, along with the employees who still have their roles struggling to meet their area of a business' demands. The extra day off can be defined as a reward - but more accurately, it is a strategic investment in retention and wellbeing. Companies such as Goldman Sachs have adopted this practice as part of a broader approach to employee engagement. Goldman Sachs, for instance, encourages ERG participation and includes paid time off for volunteerism and ERG-led initiatives as part of its inclusion strategy. This not only fosters a culture of belonging but also allows employees a chance to recharge and return to work more focused and engaged¹.

Recognizing ERG Participation as a Strategic Benefit

An extra day off for ERG participation should be viewed as both a benefit and a recognition tool. It sends a message that the organization values the time and emotional labor employees invest in building inclusive workplaces. By acknowledging this contribution with time off, employers reinforce the importance of these activities and encourage broader participation. This form of positive reinforcement is especially valuable in high-demand sectors where burnout is a known risk factor. Allowing paid time off for ERG contributions aligns with best practices in human capital management and can lead to improved retention rates and stronger organizational culture².

Private companies like Salesforce and Microsoft also illustrate the benefits of this approach. At Salesforce, ERG participation is tied to leadership development opportunities, and employees are recognized for their contributions as part of performance reviews. Microsoft provides funding and dedicated time for ERG initiatives, demonstrating a tangible commitment to work-life balance and inclusion³. These examples show how supporting ERG involvement with time allowances and recognition fosters employee satisfaction and a deeper sense of purpose at work.

Enhancing Work-Life Balance through ERG Programs

ERG programs play a pivotal role in enhancing employees' experience of work-life balance by creating safe spaces for dialogue, support networks, and leadership opportunities. For many employees, especially those from underrepresented groups, ERGs offer a sense of community that helps mitigate stress and isolation. These groups often advocate for policies that directly impact work-life balance, such as flexible scheduling, mental health resources, and inclusive family leave polici