Your ERGs Aren’t the Problem. But They Might Be Exposed.

More ERGs are being reviewed, defunded, or quietly stalled, not because the work isn’t valuable, but because it hasn’t been framed as essential. Too often, ERGs get positioned as “nice to have” instead of strategic, measurable, and connected to what the business already tracks—like talent development, leadership pipelines, retention, or public-facing goals. (Yes, sometimes ESG or CSR, but not always.)

This guide gives you five sharp moves to shift your ERG strategy from identity-first to impact-driven. You’ll learn how to rewrite your ERG purpose, build initiatives with outcomes, align the work with existing business priorities, and create a plan that Legal and HR can confidently review. It’s the kind of foundational strategy work most teams skip, until they’re asked to defend what they’ve built.

Whether you're leading an ERG, managing DEI strategy, or advising execs who suddenly want “a second look” at your programming, this helps you guide the conversation with clarity, not fear.