The Role of ERGs in Employee Mental Health

Author

Dumebi Egbuna
September 22, 2025

Hello Trailblazers & Changemakers,

ERG leaders and other DEI practitioners often talk about inclusion in terms of identity: Race. Gender. Religion. Sexual orientation. But mental health often gets left out of the conversation, even though it's one of the most defining parts of how people show up at work every day. 

The truth is, if your culture isn’t built to support mental wellbeing, then it’s missing a key part of belonging.

In today’s workplace, employees are navigating everything from burnout and anxiety to grief and existentialism. And if we claim to value employees as people first, then we must pay close attention to their mental well-being. Supporting mental health isn’t just about offering an EAP. It’s about normalizing emotional range, removing stigma, and creating systems that make room for rest and ultimately promote resilience. 

Let’s explore how ERGs can lead the way.

What does mental health inclusion really mean?

At its core, it’s about cultivating a workplace environment where people don’t have to pretend they’re okay just to be seen as competent. It means acknowledging that employees carry invisible burdens, and recognizing that those burdens aren’t necessarily distributed equally.

Different communities experience mental health through different lenses. For employees from underrepresented racial groups, that might include the mental toll of systemic racial bias. For LGBTQIA+ employees, it could mean anxiety about safety or acceptance. For caregivers, it’s the chronic stress of juggling two full-time jobs. Inclusion means taking all of that into account, and moving beyond just offering platitudes during Mental Health Awareness Month.

The Role ERGs Can Play

ERGs are uniquely positioned to support employee mental health in ways that are relevant, human, and grounded in community. Here are a few ways to get started:

  • Create peer support spaces. Host drop-in hours, listening circles, or group chats where members can show up as they are and ask for what they need.

  • Break stigma through storytelling. Our stories are one of our most valuable assets in building connections. Feature members sharing their mental health journeys, coping strategies, or moments of growth. Vulnerability builds trust.

  • Tailor programming by community. Mental health doesn’t look the same for everyone. A session on intergenerational trauma may resonate deeply with one group, while another might want tools for managing ADHD at work.

  • Advocate for equitable policies. Partner with HR to push for things like mental health days, therapy stipends, or protected quiet hours. 

You don’t need to be a licensed professional to make a difference. But your role as an ERG leader has equipped you to have a greater impact than you might think.

Everyday Practices That Make a Difference

While ERGs can take specific steps towards fostering mental health inclusion, it’s important to remember that mental wellbeing in the workplace isn’t a one-off initiative. It’s a cultural muscle. Here are a few ways to build it into the day-to-day:

  • Model healthy boundaries. Use Slack statuses to set expectations. Encourage “camera-optional” meetings. Normalize logging off on time.

  • Recognize rest. Celebrate when people prioritize recovery, not just output. Make rest visible and respected. Encourage employees to actually use their PTO.

  • Equip managers. Give people leaders the tools to check in with empathy, not just performance metrics. A simple “how are you really doing?” goes a long way.

  • Celebrate soft wins. Not every success looks like a product launch. Sometimes it’s making it through a tough week, showing up authentically, or setting a boundary.

If we want workplaces where people thrive (not just survive), then we have to treat mental health as a foundational part of culture. ERGs have the chance to lead with empathy, create brave spaces, and shape environments where wellness isn’t an afterthought.

Let’s build cultures that protect people, not just performance.

Onward and upward,

Dumebi

Upcoming Events

This October, we’re bringing the expertise directly to you. Join us for Chezie Connection Week—five days of practical insights and strategies to take your ERGs and employee communities into 2026 and beyond.

Here’s the lineup (all sessions 12–1 PM ET):

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.