When Affinity Meets Function

Hello Trailblazers & Changemakers,

Let me be the first to tell you: if your employee groups are starting to look a little different these days, you’re not imagining it.

More and more, we’re seeing groups evolve from identity-only spaces into hybrid communities that blend belonging and business impact. And, frankly, I think that’s a good thing.

Let’s talk about what these hybrid models look like, why they matter, and how they’re shaping the future of ERGs.

From Identity to Impact

Employee resource groups (ERGs) first began popping up in response to racial tensions in the 1960s. In fact, the first known ERG was established in 1970 at Xerox, called the National Black Employee Caucus. Most ERGs started as affinity groups — spaces to find solidarity, connection, and shared experience.

And of course, that foundation still matters. But today’s ERG leaders are asking a new set of questions:

• How do we scale our impact beyond monthly events?

• How can we partner with the business in a meaningful way?

• How do we demonstrate value to both members and execs?

Hybrid communities are answering those questions by combining lived experience with functional expertise. Think:

• A Black ERG collaborating with the sales team on pipeline diversity

• A women’s ERG co-hosting leadership trainings with L&D

• A parents group supporting HR in refining caregiver benefits

More than one-off partnerships, these are signs of a greater shift.

Where Belonging and Professional Development Intersect

The best hybrid communities are those that both “talk business” and grow people. In my years working closely with workplaces committed to fostering community and belonging, I’ve seen ERGs used to test mentorship models before rolling them out company-wide. I’ve seen upper management offer stretch opportunities to ERG leaders who want to grow as strategic operators. I’ve witnessed ERG participation tied to performance reviews — not as a requirement, but as recognition of real leadership.

The result of this intersection is communities that serve both emotional needs and career goals, leading to deeper engagement, stronger pipelines, and more cross-functional collaboration.

Why Hybrid Models Scale Better

When you expand your community’s purpose, you also expand its influence.

Hybrid ERGs are often more:

• Resilient, because their value is linked to core business outcomes.

• Fundable, because they can tie programming to ROI (and you know how much executives love that “ROI” term).

• Inclusive, because they create multiple entry points for members — from those seeking support to those seeking growth.

Most importantly, they evolve with the company. As business priorities shift, hybrid communities can plug in wherever the need is greatest. And that gives them the longevity that many ERGs have been missing.

Ready to Make the Shift?

Here are a few questions to ask as you explore hybrid models:

• What functional areas (e.g. HR, L&D, Sales, Product) naturally align with our community’s lived experience?

• Where do our members want to grow professionally?

• What recurring company challenges could we help solve?

You don’t need to become a mini business unit overnight. But the more you can clarify both your cultural and strategic value, the more powerful your group becomes.

The future of ERGs is both/and: belonging and business, identity and impact. And hybrid communities are leading the way.

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.