58 - Is A Re-Brand The Answer? The Face of ERGS in 2025

Is a re-brand the answer? The face of ERGs in 2025  

 

Welcome back to Blended!

 

Today, we’re re-visiting a popular topic from a previous show – ERGs.  

 

We took a closer look at ERGs towards the end of 2024, and covered a lot of the basics – how they work, the challenges and opportunities, and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs.

 

But, since that episode, a lot has changed. The US has a new administration, and one that has made bold moves in the DEI space. Now ERGs, like many other initiatives, are under the microscope – despite the widely accepted benefits. And Lowe’s, Ford and John Deere are just some of the high-profile names that have shared plans to scale back ERGs.

 

Meanwhile, others seem to be aiming for more of a re-brand. PR Week said that ‘in the age of aggressive anti-woke activism, companies are repackaging their ERGs to take a potential target off their backs while continuing to give their talent a sense of belonging and acceptance.’

 

So, what does that all really mean? Today’s guests are going to be unpacking it for us today.

 

 

IN THIS EPISODE:

 

[01.20] Introductions to our Blended panelists.  

·       Amy – Senior Director of Network Supply Chain at UScellular  

·       Eric – Senior Technology Editor at Journal of Commerce   

·       Hady – Founder and CEO at Boldly Speaking LLC and author

     Lori - President at Benson

 

[08.43] The group discuss what ERGs are, their purpose, and what they mean to them.  

 

·       Sense of belonging

·       Inclusion

·       Safe spaces

·       Authenticity

·       Community

·       Centered around employee engagement, eg.

o   Professional development

o   Events

o   Community service

o   Discussions around important topics 

·       Feeling seen/affirmed

·       Evolution

·       Having people to relate to

·       Fighting isolation

·       Issue with ERGs being under-resourced or under-messaged  

·       The challenges of allyship 

·       Builds culture

·       Talent development – helps develop leadership/managerial skills 

·       Learning/education

·       Insight into microaggressions and challenges  

 

“They’re like clubs for employees that share an identity… As a Latina in corporate America, ERGs are the spaces I’ve felt the most comfortable, the most at home. Sometimes, they were the only places I could really be myself.” Hady

“There’s a hesitance, even for people who want to be allies – you don’t want to be imposing yourself in a space that’s designed to make people feel comfortable… It’s a challenge to know where you can participate and it’s helpful, and where you step back.” Eric

 

[24.03] The panel explore the challenges and opportunities of allyship, and share their personal experiences.   

 

·       Balance

·       Respect  

·       Hady’s experience of positive allyship

·       Collaboration

·       Intersectional allyship and ERGs

·       Making introductions/connections

·       Company size

·       Empathy

·       Lived experience

·       Blended families

·       Allies in specific functions

·       Keeping allies in the minority 

·       Intent

·       Hady’s perspective on an individual running a Latinx ERG who was not Latin themselves  

·       Amy’s experience of helping develop an ERG and grow a community as an ally

 

 

 

“I also serve as an ally, and know how uncomfortable it can be... I have to be mindful of how much space I occupy when I’m there, because that space is not for me… You’re there to show support. Sometimes that means you speak up, and sometimes it just means you hold space for others.” Hady   

 

 

[48.25] The group discuss how ERGs have evolved, what they look like today, and how organizations can access the support of people like Eric in light of allyship challenges.  

·       Hady’s experience of how ERGs evolved over the years in the companies she worked for

·       Short-term goals and long-term plans for ERGs

·       Purpose

·       How companies can leverage ERGs to help understand/communicate with customers  

·       ERGs linked to current dismantling of DEI strategies  

·       Measuring impact

·       Equitable access

·       How engagement has changed

·       Eric’s experience of volunteer groups at JOC

·       Investing in ERG leaders

o   Payment/bonuses

o   Rewards and recognition

o   Career development/leadership training

·       ERG partnerships

·       How allies can help in a meaningful ways

·       Non-alienating language

·       Making things less corporate

·       Making things personal

·       Utilizing networks

·       Awareness

·       Stepping outside your comfort zone

 

“Are you just ticking a box for people, or are you arming them with the tools to work better with one another, and appreciate each other better?” Eric    

“They’ve gone from informal support groups to strategic partners with the organization.” Lori

“If your company has done away with DEI, make sure you’re still giving your ERGs very explicit direction about their charter and goals. And if they don’t have DEI objectives they’re working towards, they need a new north star. That could be around belonging, culture, employee engagement – we still want to measure impact and see what the group is doing.” Hady

“We’ve seen a lot of evolution… I joined a group where people weren’t engaged, and it was a struggle for me… I ended up being the chair, we planned the first international women’s day event, and we just built on it.” Amy

“I want the outreach to be as plain spoken as possible, and let me know what my value to the group is rather than what I get out of it… No one is going to get involved in this if they’re not the type of person who thinks they can be a difference maker, or they don’t understand.” Eric  

 

[01.22.12] The panel sum up their thoughts from today’s discussion. 

 

RESOURCES AND LINKS MENTIONED:

You can connect with Amy, Eric, Hady and Lori over on LinkedIn.

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