From ERGs to Ecosystems

Hello Trailblazers & Changemakers,

The current sociopolitical climate is… intense, to say the least. And for those of us who’ve dedicated our work to fostering diversity, equity, and inclusion, the constant shifts, backlash, and moving goalposts can feel like a lot to carry.

Employee resource groups have played a critical role in supporting underrepresented communities and driving DEI efforts forward in the workplace. But even our most beloved ERGs come with limitations.

So how do we move forward?

In this newsletter, we’re exploring the idea of diversified employee communities — not as a replacement for ERGs, but as a necessary evolution. Think of it as DEI 2.0: more flexible, more inclusive, and better suited to meet the moment.

The Power — and Limits — of ERGs

No one can deny the impact ERGs have made. I’ve seen firsthand how they’ve created safe spaces for employees to show up fully, advocated for more inclusive policies, and influenced culture in ways that stretch well beyond their membership base. They’ve increased visibility across leadership and public-facing initiatives, amplified historically excluded voices, and acted as engines of belonging and representation.

But alongside those wins, there are real constraints worth naming.

If you’ve been following this newsletter, you know I’ve talked about how many ERGs operate in silos — focusing narrowly on a single identity and unintentionally excluding those who sit at the intersections. In today’s climate, some groups have grown overly cautious or overly formal in response to political pressures — which risks dulling the authenticity that made them powerful in the first place.

Others are facing participation fatigue: a core group doing most of the work, while engagement from the broader population wanes. And too often, there’s a perception that ERGs are “only for certain people.”

Yes, ERGs are essential. But they can’t do everything. And they’re not immune to the very challenges they were created to address.

That’s why the future of employee communities must prioritize intersectionality, flexibility, and purpose. We need to move from hosting events to designing belonging. From working in silos to building coalitions. That’s how we make sure ERGs — and the broader ecosystem around them — remain relevant, resilient, and impactful.

What Comes Next: Employee Communities as a Broader Strategy

So what now?

Glad you asked.

If the core strength of ERGs is their ability to foster meaningful community, then we should double down on that value, while expanding the ways we build it. That’s where alternative employee communities come in.

Picture this:

• Local chapters or regional hubs that bring together employees across backgrounds based on where they live or work.

• Interest-based groups like running clubs, book circles, or parents groups that offer connection through shared experiences.

• Mission-aligned spaces like a sustainability task force or mental health roundtable, where employees rally around a common goal or cause.

These kinds of groups offer distinct advantages:

• They create opportunities for collaboration across functions, roles, and identities.

• They foster belonging without requiring identity disclosure.

• They often have a lower barrier to entry, making it easier for more employees to join and contribute.

Maybe you’ve already seen these types of communities forming at your company. Maybe your organization is already investing in them intentionally. Either way, it’s important to understand: these groups don’t replace ERGs — they complement them. They expand the ecosystem, offering more on-ramps to connection and more ways for people to feel seen, supported, and engaged.

And yes, they still serve DEI goals — just under a broader, more sustainable umbrella.

How to Get Started

If you’re thinking about how to evolve your strategy from ERGs to ecosystems, here are a few starting points:

• Audit your current landscape. What ERGs or informal groups already exist? Where are they thriving — and where are there gaps in engagement or representation?

• Reduce red tape. Make it easier for employees to start new groups. Starting a book club shouldn’t require a three-step approval process.

• Invest in tools that support community building. Platforms like Chezie help organize and scale communities — while also tracking engagement, impact, and growth.

• Educate leadership. Help them see informal communities as legitimate contributors to company culture and employee experience. Because if the last few years have taught us anything, it’s this: community matters.

The future of DEI calls for big thinking and bold reimagining. As traditional models get tested, it’s community that remains our most powerful tool for building resilient, connected, and inclusive cultures.

If your DEI strategy is ready for a refresh, Chezie can help. Reply to this email and let’s talk about building your community ecosystem.

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.