Real Talk About ERGs: When Leadership Considers Pressing Pause

The Reality of ERG Program Challenges

Burnout doesn’t just occur at the ERG leadership level. According to recent Deloitte workplace wellbeing research, 76% of organizations report burnout impacts rippling throughout their organization, affecting not just individual employees but organizational leaders. So, it’s not just the ERG leaders but also the organizational leaders who are responsible for these initiatives.

Like any program, there can be tremendous momentum initially, but sustainability is one key measure of success with ERG programs. As a Chief People Officer, HR leader, DEI leader, or CEO, you might be at that point — contemplating the future of your Employee Resource Groups (ERGs or BRGs), thinking, “Should we scrap them?”

Before making any drastic decisions, let’s explore why you might feel this way and what you can do instead.

Common Challenges: What’s Really Happening on the Ground?

1. Program Drift

• Loss of Focus: Groups that started organically may have drifted from their original purpose.

Example: What began as a mentorship program has become primarily a social gathering group