Before You Finalize 2026 Goals... Read This.

Hello Trailblazers & Changemakers,

Somehow, some way, it’s that time of year already: budget meetings, strategy docs, and 2026 goal-setting sessions are in full swing.

I know the work of diversity, equity, and inclusion is often stacked on top of other daily responsibilities, so you may very well be doing annual planning in other areas.

But as ERG leaders, it’s imperative to make sure your groups are included in these forward-looking discussions.

For too long, ERGs have been treated as "nice-to-have" employee perks instead of critical inputs to business performance. But the insights and impact of ERGs are exactly what companies need to make smarter, more inclusive decisions, especially in a climate where belonging, retention, and internal mobility are under the microscope.

Here’s how to make sure your ERG is helping shape company strategy.

Tie ERG Work to Strategic Priorities

Annual planning is your opportunity to draw a direct line between your ERG’s goals and the company’s business goals. Think:

• If the company is focused on talent retention, how can your ERG support mentorship or professional development? Consider pulling up a seat at the HR table to identify how you can partner to drive better talent outcomes.

• If innovation is a key priority, how can your ERG surface overlooked perspectives on product design, customer experience, or market trends? Your product department needs your voice to ensure it’s building an inclusive roadmap for next year.

• Suppose the business wants to reduce employee turnover. How can your ERG boost inclusion and psychological safety? Functional leaders will benefit from ERG insights around making employees feel safer at work.

Pro tip: Use company values, mission language, or DEI commitments already on the record. That framing helps leaders see your ERG as a strategic partner, not a siloed initiative.

Advocate for Budget, Not Just Buy-In

If you’re asked to submit a budget for 2025, be bold (it can’t hurt to ask, right?) but be smart. Instead of listing random event ideas, align your requests to specific outcomes like:

• Leadership development for underrepresented employees

• Community partnerships that support employer branding

• Tools or platforms to streamline ERG operations and reporting

• Internal campaigns or storytelling that reinforce an inclusive culture

If your company is cutting costs, emphasize return on impact. Highlight what you’ve done with limited resources, and how more investment could scale your reach or outcomes. The key is to frame your pitch for more resources as an investment in the company’s success.

Position Your ERG as an Internal Compass

ERGs are uniquely positioned to act as internal compasses — spotting culture shifts, morale dips, and inclusion gaps long before they appear in engagement surveys. As companies head into annual planning, this perspective becomes even more valuable. 

Now is the time to position your group as a true listening engine and a crucial contributor to key outcomes. Share anonymized insights from listening sessions, deliver a year-end impact report to exec sponsors, and propose ways your ERG can support onboarding, learning and development, or employee feedback loops. 

And please, I implore you: don’t wait until Q1 to start planning. By then, the budget is already locked in. Instead, reach out to your executive sponsor or HR business partner to understand how your group can align with next year’s goals. Use past data and programming wins to shape your 2026 vision, and highlight how your ERG can directly support recruitment, retention, internal mobility, and employee engagement. Planning alongside the rest of the business ensures your ERG’s voice helps shape where the company is going, not just reflect where it’s been.

ERGs are a catalyst for business impact. So as annual planning takes off over the next couple of months, don’t wait to be invited. Invite yourself into the room.

Onward and upward,

Dumebi

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offer a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.