Getting Innovative with Employee Resource Groups: The Stronghold of DEI Programming Globally
We have all witnessed the backlash and attacks on diversity, equity, and inclusion (DEI) programs in recent years. I could write a book about how deeply I disagree with these concerns, but today is not the day for that post. Instead, I want to talk about a set of programs that, in many cases, were immune from the cuts happening in DEI in many companies – employee resource groups or ERGs.
As some companies cut chief diversity officer roles, retired public representation goals, withdrew from external indices, and scrubbed language off their websites, a strange thing happened. Most left their ERGs in tact. I chalk this up to the fact that most companies downsizing DEI really just downsized the D and E. Inclusion, and the importance of employee engagement largely remained apolitical.
An HR Brew analysis of 52 companies that changed DEI course in 2024/25 found only 11 made changes to their ERGs. Gravity Research found the same pattern: most ERGs are still running, with adjustments to how membership is described rather than whether the group exists at all. So let’s talk about ERGs: why they stayed above the fray and how innovation in these areas can strengthen the social impact pillar of your internal corporate responsibility work.
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