Unlocking the Power of Executive Sponsorship Pt. 2

Hello Trailblazers & Changemakers,

Last week, we explored how ERG leaders can tap into executive sponsors in order to drive visibility, generate necessary funding, and ultimately maximize impact.

This week, we’re looking at the opposite side of the same coin — diving into how executive sponsors can move beyond the title and into true, meaningful partnership for employee communities.

Let’s jump in.

Why ERGs Matter

Before we recap why executive sponsorship matters to ERGs, let’s remind ourselves why ERGs matter in the workplace:

• ERGs shape company culture, creating spaces where all employees feel heard, seen, and valued.

• ERGs boost employee retention and engagement. When employees feel connected, they stay longer and perform better.

• ERGs support business goals. From driving innovation, to supporting recruitment efforts, to fostering leadership development, ERGs power key company initiatives.

With all of this in mind, it’s clear why company executives should care about and actively support their employee resource groups. When executive sponsors lean in, they can provide unparalleled guidance, unlock funding and resources, champion ERG needs at the leadership level, and offer career-shaping mentorship for ERG leaders.

Your Core Responsibilities as an Executive Sponsor

As an executive sponsor, you’ll be expected to wear a few different hats.

You’ll need to be an advocate, elevating ERG priorities at the executive table.

You’ll be a strategic partner, helping ERG leaders to align their initiatives with overarching business goals.

You’ll be a resource connector, securing funding, space, and access where it might not otherwise be available.

And, perhaps most important, you’ll need to be an active ally, showing up consistently and visibly (and not just on paper).

Here’s how to wear these hats effectively:

• Show up to key events — both physically and mentally. Your presence at ERG events signals leadership buy-in. Don't just pop in; be an active participant, opening or closing events with a personal message about why the group's mission matters. Invite other executives along and amplify ERG successes afterward.

• Be proactive, not reactive. Don’t be the sponsor who shows up only during crises. Schedule quarterly check-ins, offer to review ERG goals early in the year, and ask, "What do you need from me this quarter? 

• Use your influence to push for change. No matter how meaningful the mission of an ERG, it can’t fix every issue alone. Advocate for your ERGs by sponsoring new initiatives, and helping to turn grassroots concerns into company-wide action.

• Partner strategically with ERG leaders. It might help to think of ERG leaders as business partners. Explore how their work can align with recruitment, retention, innovation, or customer engagement goals. Recognize their contributions in talent reviews and leadership pipelines.

• Sponsor the ERG leader as an individual. Mentor them, invest in their career growth, and advocate for their visibility inside and outside the ERG.

A Note on Ally Sponsors

You might not identify with the ERG you’re asked to sponsor. And that’s okay!

If you’re an ally sponsor, remember:

• Your job is to listen, amplify, and advocate — not to speak for.

• Be open to uncomfortable conversations and feedback.

• Avoid performative gestures. If you’re unwilling to walk the talk, the role might not be for you.

Being an executive sponsor is not something to take lightly. You’re charged with leveraging your position to unlock the full potential of your people, and ultimately to build a workplace where everyone can thrive.

If you’re ready to go beyond the title, your ERGs—and your company—will thank you.

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.