Why ERGs Still Matter

Hello Trailblazers & Changemakers,

We all see it happening: budget cuts, layoffs, shifting DEI priorities.

It begs (really, demands) the question: Where do employee resource groups fit in all of this? Do ERGs even still matter?

It’s a fair question, and sitting with it over recent months has challenged me to expand my thinking on the subject.

To be clear, my answer is an unequivocal yes. ERGs still matter. But the way we approach them has to evolve with the times.

What ERGs Have Achieved

Before we look at what’s ahead for ERGs, it’s important to look at what has been. I’ve been working with ERGs for many years, and I’m still amazed by things I’ve seen them do:

• Create safe spaces for underrepresented employees to be seen and heard in the workplace.

• Amplify the voices of those who need it most, leading to meaningful workplace policy changes.

• Shape company culture through programming, education, and other community engagements.

• Drive visibility for historically excluded groups at the leadership level, opening doors for career advancement and economic mobility.

• And so. Much. More. (Yes, those hyperlinks are shameless plugs to a couple of our customer case studies.)

As we look to the future, we must also honor the past. If you’ve worked in ERGs through the changes of the last several years, know that your work is appreciated, and your impact is felt.

Recognizing the Limitations

As powerful as ERGs have been in shaping workplace inclusion, it’s worth naming the very real challenges that keep them from reaching their full potential:

• Those pesky siloes: ERGs often operate in isolation — from each other, from the broader business, and even from leadership. This can limit collaboration and turn what should be a connective space into yet another part of the organization that works in a vacuum.

• Unintentional exclusion: Ironically, groups designed for inclusion can unintentionally exclude others. New employees, caregivers, global employees, or those who don’t strongly identify with a single demographic group may feel there’s no space for them. 

• Lack of resources: ERGs often sit between a rock and a hard place. They’re expected to drive cultural change but without the funding or authority to act like true business partners. This tension can stifle creativity and lead to burnout.

• FATIGUE: ERG leaders know this one well. They’re always the “default” organizers for heritage month celebrations, and always the first point of contact for feedback on company culture. It’s even worse when ERG members can start to see events as checkbox moments rather than meaningful engagement.

All of this to say: this ERG game isn’t easy. But by naming these limitations clearly, companies can begin to evolve ERGs into something more sustainable, impactful, and aligned with what employees actually need today. 

How? I’m glad you asked.

What’s Next — Redefining the Role of ERGs

The sociopolitical and macroeconomic environments are constantly evolving, and employee resource groups need to evolve with them. Of course, this doesn’t mean abandoning the core mission; instead, it means expanding it.

Here’s how forward-thinking companies are doing it:

Shifting from identity-only to community-driven: While identity remains a powerful organizing principle, many employees crave connection beyond labels. We’re seeing a rise in:

• Local hubs (e.g. “NYC Office Group”)

• Interest-based groups (e.g. Running Club, Parents Group, Book Club)

• Mission-aligned groups (e.g. Sustainability Committee, Mental Health Circles)

These communities open the door for cross-functional and cross-identity collaboration, giving employees more ways to find their people.

Building bridges to the business: ERGs are most impactful when they’re viewed as both internal community centers and strategic partners. That means connecting ERGs to product feedback, employee experience initiatives, revenue opportunities, and more. These collaborations help ERGs move from nice-to-haves to business-critical.

Encouraging lighter-lift, more organic participation: Employees are busy. Not everyone can lead a committee, but more people will engage if the barrier is low. Try:

• Slack threads with member spotlights or Q&As

• Asynchronous discussion prompts

• “Drop-in” chats or virtual co-working sessions

• Low-lift allyship campaigns (e.g. “Share one story that shaped you.”)

Creating more formats means creating more ways to engage, which ultimately leads to increased belonging.

Rethinking success: If ERG goals are shifting, then KPIs should, too, right? I’m seeing a lot of ERGs move past headcounts and event RSVPs, instead measuring things like:

• Connection: Are people finding community that they otherwise might not have?

• Collaboration: Are ERGs influencing business outcomes?

• Continuity: Are ERG leaders truly supported? Are these communities sustainable?

Those legacy metrics matter, but qualitative feedback like this can be just as, if not even more, useful.

So, let’s take it back to my opening question. Do ERGs still matter?

Yes. Absolutely.

But in 2025, the most impactful ERGs look different than they did five years ago. They’re broader, more flexible, more integrated — and ultimately, better equipped to meet the needs of today’s workforce.

Here’s to evolution.

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.