Unlocking the Power of Executive Sponsorship Pt. 1

Hello Trailblazers & Changemakers,

By now, the shift is clear: The DEI movement is in the hands of employees.

Still, though, there’s only so much you can achieve without support from your higher-ups.

If your ERG is struggling to get funding, visibility, or leadership buy-in, then your executive sponsor might be the missing link.

Strong executive sponsorship is often the key to transform ERGs from intent to impact (shameless plug — check out my podcast where I talk to DEI leaders about how they’ve navigated this shift). But getting the relationship right takes more than just inviting your sponsor to events. It starts with alignment, clear expectations, and mutual accountability.

This week, we’re breaking down how ERG leaders can build impactful relationships with executive sponsors and why it matters now more than ever.

Why Executive Sponsors Matter

Executive sponsorship is critical for ERG success. These sponsors can:

• Provide strategic guidance - Executive sponsors often have a birds-eye view of the organization, which can be useful to ERG leaders who are trying to maximize the impact of their groups.

• Help secure funding and resources - Sponsors can unlock budget, space, and tools that ERG leaders may not have access to on their own, ensuring programs are well-supported and sustainable.

• Advocate for ERG priorities at the leadership level - Sponsors bring ERG goals into executive conversations, helping to elevate initiatives and influence company-wide decisions.

• Offer mentorship for ERG leaders - Through regular check-ins and career support, executive sponsors can help ERG leads grow their leadership skills and gain exposure across the business.

Without this support, ERGs often struggle to gain traction or influence meaningful change.

How to Build an Effective Relationship With Your Sponsor:

Your relationship with your executive sponsor will only be as strong as the intention you put into it. To move from surface-level involvement to a truly strategic partnership, focus on clarity, accountability, and alignment.

1. Set Clear Expectations

Define what executive sponsorship actually means for your ERG. Don’t assume—it’s your job to spell out what support looks like and how you'll communicate. Clarify roles early, align on how often you'll connect, and set expectations for how your sponsor will show up (e.g., events, advocacy, mentorship).

Questions to ask:

• What does executive sponsorship mean to you?

• What’s the best way for us to stay connected—monthly check-ins, email updates, or something else?

• What parts of the ERG would you like to be directly involved in?

2. Maintain Engagement & Accountability

Sponsorship isn’t a one-time commitment. Stay in touch with regular check-ins, align on measurable goals, and create a two-way feedback loop. Keep the relationship warm and active by sharing progress and reinforcing shared wins.

Questions to ask:

• Can we align on 1–2 tangible goals for the year?

• How can we support you in being a more visible and effective advocate?

• Is there anything you need from us to elevate ERG priorities in leadership conversations?

3. Co-Create Strategy

Don’t just invite your sponsor to events—bring them into the planning process. Their access to business priorities and cross-functional teams can help shape more impactful programming. Align on goals, co-create a calendar, and build in regular checkpoints to stay on track.

Questions to ask:

• What are your department’s top priorities this quarter?

• Are there DEI, culture, or talent goals we can support together?

• Would you be open to joining us for annual planning to align on goals?

A Note on Ally Sponsors

Of course, not all executive sponsors will share the identities and/or lived experiences of the ERG’s members. And that’s okay.

If you’re an ERG leader who is skeptical of ally sponsors — maybe you have concerns about whether their allyship is genuine, or just performative — your concerns are valid. But it’s important to remember that the role of an ally sponsor is not to be the voice of your ERG, but to amplify the voices within it.

Ally sponsors can be powerful advocates when given the tools (and trust) to lead with purpose.

Case Study: Cisco’s ERG-Sponsor Model in Action

Curious about what executive sponsorship looks like in action? 

Cisco is home to more than 28 ERGs — or, as they call them Inclusive Communities — and each one is paired with an executive sponsor who brings strategic guidance, resources, and leadership visibility. But Cisco didn’t stop there. When the company set out to increase diversity within its leadership ranks, they turned to their ERGs and sponsors to co-create the solution.

Together, they launched the Diverse Talent Accelerators (DTA) program, a targeted initiative aimed at identifying and developing high-potential employees from underrepresented backgrounds. Executive sponsors played a hands-on role: mentoring participants, leading leadership workshops, and guiding cross-functional projects that tied back to real business goals.

The results speak to the power of the executive sponsorship model. Within just two years, Cisco saw a 15% increase in diverse leadership representation. ERG engagement rose as members felt more supported and connected to company leadership. And the program earned Cisco industry-wide recognition for its innovative approach to talent development and inclusion.

This is what happens when ERGs and executive sponsors link arms and intentionally move forward together. 

As ERG leaders, the last thing you need is another “symbolic” partnership. It’s up to you to leverage your executive sponsors in a strategic way that empowers you to drive the greatest impact for your group and for the business. 

So ask yourself:

• 🤝 Are we giving our sponsors the tools to succeed?

• 🎯 Do we have shared goals and clear expectations?

• 📣 Is our sponsor helping amplify our impact where it matters most?

Be on the lookout for next week’s newsletter, where we’ll dive deeper into how executive sponsors can show up for ERGs.

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.