Keeping ERGs Alive in the Face of DEI Pushback

Today, many diversity, equity, and inclusion policies face tough scrutiny. The DEI programs in federal agencies and government contractors implemented by the previous president’s office surely shook corporate America. Work-related initiatives are once again under fire as these policies focus more closely on corporate America’s restructuring of employee resource groups, or ERGs, as some companies seek to eliminate them altogether while others attempt to consolidate or rebrand them to avoid legal backlash. For businesses that place importance on ERGs, a progressive approach combined with strategic, purpose-driven adjustments coupled with a clear, lean focus can allow for ERGs not only to exist but also to flourish amidst complexity.

The best news is legally mandated restrictions don’t render inclusion unviable through politically motivated structural realignments aimed towards further achieving broader business goals and grassroots energy devoid of overreach. Here is how a lean, cautious, legality-conscious structure sourced from red tape can keep ERG frameworks active yet efficient.

1. Rethink the Mission—From Identity to Impact

In order for ERGs to be legally compliant and further aligned with company goals, businesses need to move away from identity-based groups towards ones that have a specific mission. This does not mean eliminating race, gender, disability, or other identities; instead, it means that ERGs can be framed around more universal objectives, which can include all members of the organization.

For example, instead of labeling an ERG “for Black employees,” transform it into a group focused on promoting “Black Excellence” in business that welcomes all who share this goal. This change helps mitigate legal issues related to exclusivity and enhances allyship and participation.
It also assists ERGs in appealing to a broader audience, which helps encourage cross-functional collaboration while reducing the perception of division within the business.

2. Leave It Open—But Still Centered

Legal analysts say that ERGs need to be open for all employees to join, regardless of their discrimination background, in order to comply with laws such as Title VII. This does not ruin the group’s mission; instead, it makes sure that the purpose is inclusive and does not shut anyone out. Communication is important here as well: ERGs should invite any person who supports their objectives at any level—participant, learner, or ally.

At Microsoft, Google, and Salesforce, this approach was adopted a long time ago. These companies have open ERGs but aim at specific communities through culture programs, mentorships, and resource sharing relevant to those communities. For example, women employee resource groups (ERGs) can host panels on gender equity in leadership, inviting all employees while centering women’s experiences. This approach helps foster inclusion without losing impact or compliance wrapped around the core mission.

3. Make Use Of Volunteer Leadership and Grassroots Initiative

A lot of organizations are familiar with the concept of a ‘tight budget.’ Sad to say, DEI budgets do tend to get minimized. Thankfully, ERGs can be sustained without having massive teams or sophisticated funding. In fact, some of the most impressive ERGs are actually powered by committed volunteers full of new ideas—not paid employees. When companies entrust employees with the responsibility to manage ERGs with limited guidance, it makes it possible to uphold these groups even in tough financial periods.

4. Equip Teams from One Center with Tools

With focus assistants spanning different fields to unite under one focal DEI representative, there is no longer any need for large-themed workshops dedicated solely for organized working groups

Consider using the following ERG tools:

• All ERG events can use shared calendars.

• Templates for budgets, event planning, and even annual reports.

• Employee resource group software solutions and engagement solutions. Slack channels designed for intra-company communication serve as engagement hubs for member interaction and communications.

• Google Forms or Microsoft Forms Basic Surveys to measure attendance, gather feedback, and assess level of participation over a defined period.

Even with limited financial resources, this type of light infrastructure maintains efficient operations that are scalable.

5. Link ERGs with Professional Development Opportunities

One of the best ways to defend against challenges aimed at the value proposition of ERGs is by tethering their activities to professional development opportunities and organizational talent management initiatives. At its best, an ERG can become a career advancement opportunity that benefits the members as well as the company. A few options include

• Conduct useful career informational sessions or tailored skill development workshops.

• Implement reverse mentoring where senior executives provide mentorship to active ERG members.

• Provide cross-functional lead roles or invite them to present in all-hands meetings.

When companies make ERGs career accelerators, they bolster their appeal not just to leadership but also to employees. It broadens participation—including people who do not identify with the group’s core identity—which strengthens engagement while building value for the group.

6. Metrics that Matter

Even with scant resources, evaluating ERGs’ impacts, if any, requires basic metrics tracking. Simple data points tell a powerful story, such as

• Attendee engagement during events.

• Active membership to monitor shifting participation trends.

• Satisfied impact through feedback from participants.

• Engagement scores from employees within the group, especially among ERG members

• Taking note of retention rates among underrepresented groups to spotlight ERGs’ contribution toward retention.

Just consistent tracking is all these metrics need. Sophisticated tools are not required. Providing this data to leadership makes a strong argument for ongoing support in politically sensitive or budget-constrained environments.

7. Avoid Divisive Words While Staying Neutral

In a climate where DEI is a politically charged lightning rod, tactical wording is equally important as messaging. To maintain the essence of ERGs, companies can adopt inclusive terms like

• Employee engagement

• Inclusion at the workplace

• Development focused on people

• Initiatives fostering belonging

• Human capital programs

For example, instead of “DEI speaker series,” consider “Conversations on Leadership Inclusion.” “Equity in Action” can replace “Pride Week.” These changes shift focus while avoiding unwanted attention. Thoughtful language helps sustain ERG work in politically charged environments without becoming targets.

8. Obtain Allies at Executive Levels—Even if They are Subtle

Obtaining executive support is very beneficial for the sustainability of the ERGs, particularly for conservative settings. Look for inclusion champions amongst leaders like C-suite executives, department heads, or even board members. Inclusion champions can support inclusion by attending ERG functions, giving commencement speeches, or through supportive communications. Even minimal actions such as endorsing emails supporting ERGs go a long way in legitimizing these groups and reinforcing their value amidst other DEI efforts that face challenges.

Final Thoughts: Adapt Rather than Abandon

A lot of organizations seem to be on the lookout, balancing between an ethical commitment while considering legal compliance because of the Trump administration’s DEI policies. This is not to say that ERGs should disappear; there is room for evolution. If organizations implement strategies that focus on inclusivity, measurable business impacts alongside volunteerism, and grassroots movements, they capture the true spirit of ERGs: connection, community, and culture. With strategic shifts focused on resilience and recommitment to change, thriving remains possible for ERGs even during turbulent times.