Comparazione · 17 differenze sostanziali
The PEER 150 vs Resource Generation
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Verificato September 2026
Organizzazione di networking
Verificato September 2026 The PEER 150
Chief human resources officers, chief people officers and other senior HR leaders at large US employers
Rete filantropica
Resource Generation
People aged 18 to 35 in the United States who have access to wealth or class privilege placing them in the top 10 per cent by net wealth or income, and who want to redistribute…
Cosa indicano i dati
- Maximum age at joining: The PEER 150: No published maximum age at joining; Resource Generation: The core constituency is 18 to 35 year olds; members over 35 move to the Alumni track.
- Minimum age: The PEER 150: No published minimum age; Resource Generation: Constituent and Stepping Stone membership are for people aged 18 to 35; an Alumni track exists for those 36 and over.
- Role or title: The PEER 150: Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalent; Resource Generation: No published role or title.
- Minimum net worth: The PEER 150: No published minimum net worth; Resource Generation: Family net wealth of $1 million or more is one of the qualifying tests for access to wealth.
- Annual dues: The PEER 150: $0 a year; Resource Generation: $500 a year.
Fianco a fianco
| The PEER 150 | Resource Generation | |
|---|---|---|
| Profilo | ||
| Tipo | Networking organization | Philanthropic network |
| Fondato | 2014 ("Thus, in 2014, The PEER 150 was born" per the organisation's own story page.) | 1997 (Resource Generation traces its origins to a 1995 gathering of New England donors and activists that became a collaborative in 1996. It was established as Comfort Zone in 1997 and formally renamed Resource Generation in 2000, with an office in Cambridge. It operated under fiscal sponsorship for 17 years before becoming an independent 501(c)(3) in 2015.) |
| Sede centrale | Portland, United States | United States |
| Geographic footprint | United States: 12 regional chapters - Atlanta, Austin, Boston, Chicago, Dallas, Los Angeles, Minneapolis, Nashville, New York, Portland, San Francisco and Seattle | United States, with more than 18 local chapters; the published chapter list names 21 cities and states from Maine to Los Angeles |
| Membri | 800as of September 2026 | 1,100as of September 2026 |
| Capitoli | 12 | 18 |
| Primary audience | Chief human resources officers, chief people officers and other senior HR leaders at large US employers | People aged 18 to 35 in the United States who have access to wealth or class privilege placing them in the top 10 per cent by net wealth or income, and who want to redistribute rather than grow that wealth |
| Socio tipico | Members are CHROs, chief people officers, EVPs and SVPs of HR and comparable senior people leaders at large US employers; the member directory lists executives from companies including Kaiser Permanente, Nike, Georgia Power, Chick-fil-A and NCR Voyix. The organisation reports a mix of C-suite, VP/SVP and director-level attendees. | Members are young people with inherited or earned wealth in the top decile of the US economy. Qualification runs through personal income at roughly the 90th percentile for the member's state (around $105,000 nationally, ranging from about $82,000 to $248,000 by cost of living), significant personal net financial assets, or family wealth: family net wealth of $1 million or more, parental income in the top decile, or ownership of a family foundation. A high net wealth designation covers the top 1 per cent: $1 million or more in liquid assets, an anticipated inheritance of $5 million, or family net wealth of $10 million or more. |
| Qualification | ||
| Età massima all'iscrizione | No published maximum age at joining | The core constituency is 18 to 35 year olds; members over 35 move to the Alumni trackverified September 2026 · fonte ↗ |
| Età minima | No published minimum age | Constituent and Stepping Stone membership are for people aged 18 to 35; an Alumni track exists for those 36 and overRG states that people aged 18 to 35 with wealth and class privilege are at a pivotal stage for making a lifelong commitment to social movements.verified September 2026 · fonte ↗ |
| Ruolo o titolo | Senior HR leader - CHRO, chief people officer, EVP/SVP/VP of human resources or equivalentThe organisation describes itself as a national community of senior HR leaders; membership pages do not publish a formal written title test.verified September 2026 · fonte ↗ | No published role or title |
| Patrimonio netto minimo | No published minimum net worth | Family net wealth of $1 million or more is one of the qualifying tests for access to wealthAlternatives include a parent's income in the top 90th percentile (median around $185,000 for ages 45–65), ownership of a family foundation, or, internationally, $1 million or more in land value, major business interests, or ruling-elite status.verified September 2026 · fonte ↗ |
| Restrizione geografica | United Statesverified September 2026 · fonte ↗ | United StatesRG organises young people with access to wealth in the US; its criteria include an international variant for family wealth held abroad.verified September 2026 · fonte ↗ |
| Invitation required | Sometimes | No |
| Sponsor required | No | No |
| Application process | Prospective members complete an application form on the website. The organisation reviews applicants for seniority and fit within the local HR community before granting access to events and the member channels. No sponsor or dues payment is involved. | Prospective members complete an online intake form, choose the membership track matching their age and access to wealth, pay dues and are connected to a local chapter. There is no vetting committee, sponsorship requirement or interview described; the qualification is self-assessed against RG's published wealth and income percentile thresholds, and the site links to external percentile calculators. |
| Selectivity | Not publicly disclosed. Gatherings are described as invite-only and applications are reviewed, but no acceptance data is published. | Not publicly disclosed: RG publishes detailed qualification thresholds but no screening or acceptance process. The tests are self-applied. |
| Costo | ||
| Quote annuali | $0 a yearThe organisation's application page states plainly that membership is completely free. The business is funded by event sponsors and partners.verified September 2026 · fonte ↗ | $500 a yearStandard baseline constituent membership dues are $500 a year. RG asks all members, including alumni, to contribute 5 to 10 per cent of their overall annual giving as dues, so members who give more pay more; those for whom $500 is prohibitive may select "other" and pay the percentage instead.verified September 2026 · fonte ↗ |
| Quota di iscrizione iniziale | $0 one-timeNo joining fee; membership carries no charge.verified September 2026 · fonte ↗ | No joining fee is published.verified September 2026 |
| Costi degli eventi | Member events including the National Summit are included in membership. The PDXYZ conference sells registrations more widely; its member pricing is not published.verified September 2026 · fonte ↗ | Dues are framed as a share of a member's total giving (5 to 10 per cent) with a $500 baseline, rather than a flat price for services. RG states it is more than 95 per cent member-funded so that it does not compete for grants with grassroots organisations. |
| Membership term | Not documented | Annual |
| Struttura | ||
| Meeting frequency | Regional dinners through the year in each chapter city, plus virtual webinars and roundtables, the annual National Summit and the PDXYZ conference | Chapter organising through the year, all-member programming, webinars and calls, plus national conferences and campaigns |
| Peer forums | No standing facilitated forums. The core format is a regional dinner of 40-70 senior HR leaders hosted at a member's headquarters, with a tour, workshop or presentation | Local chapters are the primary unit, supported by chapter and interest-specific listservs. A National Member Council, open to any member, shapes organisational strategy. No confidential facilitated peer-forum structure is published. |
| Confidentiality | The organisation emphasises candid, unfiltered discussion under a "Come As You Are" philosophy, but publishes no formal confidentiality rule | Not publicly disclosed |
| Time commitment | Not documented | Not documented |
| Organized as | Chapter-based, Event-focused, Virtual | Chapter-based, Event-focused, Virtual |
| Forum riservati tra pari | Partial | Partial |
| Sezioni locali | Yes | Yes |
| Membership virtuale | Yes | Yes |
| Comunità online | Yes | Yes |
| Elenco dei membri | Yes | Partial |
| Eventi | Yes | Yes |
| Programmazione | ||
| Programmazione formativa | Yes | Yes |
| Sviluppo della leadership | Partial | Yes |
| Ritiri | No | Yes |
| Viaggi | No | No |
| Programmi per le famiglie | No | Partial |
| Programmi per coniugi e partner | No | No |
| Programmazione per la prossima generazione | No | Yes |
| Discussioni sugli investimenti | No | Partial |
| Opportunità di investimento | No | No |
| Componente filantropica | No | Yes |
| Enfasi sul networking | High | Medium |
| Enfasi sociale | High | Medium |
Avanti
Ultima verifica: non ancora revisionato
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Fonti
Tratto dalle fonti indicate in ciascuna pagina: The PEER 150 · Resource Generation