What Happens When ERGs Operate Without Guardrails

Hello Trailblazers & Changemakers,

Walk with me here.

Imagine this: An ERG hosts a powerful, well-intentioned event. The topic is relevant. The panel is dynamic. There’s standing room only. The room buzzes with energy—attendees feel seen, heard, and inspired.

But the next day, senior leaders find out about the event… from a LinkedIn post.

No heads-up.
No internal coordination.
No cross-functional alignment.
Just—surprise.

Sound familiar? It happens more often than you might think. And it’s rarely due to malice or negligence. Most of the time, it’s a product of good intentions moving faster than infrastructure.

But moments like this raise a much bigger question: What happens when ERGs operate without clear structure, support, or accountability?

When ERGs Go Rogue (Even Accidentally)

Let’s be real: ERG leaders are not trying to go rogue.
They’re passionate. They’re mission-driven. They’re often volunteering hours on top of their full-time roles because they care.

But when there’s no system in place to coordinate activities, share visibility, or flag concerns—things fall through the cracks. And the impact can ripple far beyond one event.

Here are a few ways unstructured ERG efforts can go sideways:

Compliance Risk

Without approval workflows or oversight, ERGs can unintentionally:

• Host events that veer into legally sensitive territory

• Use budget in ways that don’t align with company policy

• Create exclusive spaces that unintentionally exclude others

Especially with increased scrutiny around DEI and employee communities, this is a line organizations can’t afford to cross.

Reputational Risk

Even a well-meaning event or post can spark backlash if it’s:

• Off-brand

• Out of sync with company messaging

• Published without proper context

In the era of screenshots and social media, one misstep can overshadow months of good work.

Relational Risk

When teams like Legal, Comms, or Finance are left in the dark, it erodes trust and creates unnecessary tension. And if execs only hear about ERG activities after they’ve happened, it becomes harder to advocate for more budget, more access, or more support.

Good Intentions Aren’t Enough

Here’s the tricky part: the intention behind most ERG efforts is overwhelmingly positive.

ERG leaders are trying to build community.
Executives want to empower employees.
Both sides want the same thing—impact, inclusion, and trust.

But support without structure often leads to:

• Burnout

• Missteps

• Misalignment

Execs assume alignment. ERGs run on passion.
And somewhere in between? Things break down.

Guardrails ≠ Micromanagement

To ERG leaders, guardrails might feel like bureaucracy.
To executives, a lack of them feels like chaos.

But structure doesn’t mean red tape—it means sustainability.

If you want ERGs to thrive long-term, they need room to be creative and a framework that protects them.

Here are four key guardrails to put in place:

🎯 Annual Planning

Host a strategy session with exec sponsors and stakeholders to align your ERG’s goals with company-wide objectives.
This makes it easier to advocate for resources—and to demonstrate ROI.

📆 Event + Budget Approvals

Loop in Legal, Finance, or Comms where appropriate.
Create a lightweight approval process so no one is caught off guard and teams feel informed, not blindsided.

🗣 Communication Guidelines

Set expectations for how ERGs engage internally and externally:

• What gets posted publicly?

• What topics require escalation?

• Who reviews sensitive content?

📊 Measurement Expectations

Decide what success looks like—together.
Align on KPIs, tracking methods, and a cadence for sharing progress with senior leaders.

Structure Enables Growth

Guardrails don’t stifle ERGs.
They empower them.

They create clarity.
They foster trust.
They protect the very communities these groups were designed to serve.

The real question isn’t “How do we let ERGs run?”—it’s “What structure do our ERGs need to grow—responsibly and sustainably?”

If you’re unsure where to begin, you’re not alone.
We’ve helped dozens of companies put the right frameworks in place—without killing the grassroots spirit that makes ERGs powerful.

Want to audit your ERG operations?
Reply to this email to set up a 20-minute call with Chezie’s founders—we’d love to hear what’s working, what’s not, and share how others are approaching it.

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.