June 16, 2026
The conversation around diversity, equity and inclusion (DEI) has changed dramatically over the past 18 months. In response to shifting regulations, legal scrutiny and political pressure, many companies have reexamined their DEI programs, adjusted their language and restructured their Employee Resource Groups (ERGs).
Importantly, organizations have taken a closer look at how ERGs support broader business objectives and carry out company values. For sustainability, corporate responsibility and communications leaders, this moment presents an opportunity to create stronger narratives about the importance of ERGs and their impact.
I recently attended the Cleveland Cavaliers ERG Summit, where HR leaders, inclusion professionals and ERG organizers shared how their organizations have adapted to this new environment. While the discussion focused on ERG best practices, what stood out was a significant strategy and communications shift: ERGs are not only shaping company culture but are also driving business value.
The Evolution of ERGs
Across industries, organizations at the summit described several commonalities as their ERG strategies have continued to evolve.
- Business alignment matters more than ever: This is the most significant shift. ERGs are no longer being viewed solely as employee support networks. They are becoming contributors to organizational culture, business strategy and corporate reputation.
- Governance has increased: Historically, ERGs operated independently, with varying levels of structure and accountability. Today, many organizations have implemented ERG charters that clearly define objectives, leadership requirements and reporting expectations. These changes help clarify the purpose of each ERG and better connect its work to broader organizational priorities.
- Inclusion has become the focus: ERGs have always welcomed participation from all employees, but an increased focused on inclusion has expanded ERGs and broadened the dimensions of diversity represented within each. As organizations shift from traditional DEI frameworks to inclusion and belonging strategies, ERGs continue to serve the same core purpose—helping employees feel connected, valued and supported.
Turning ERG Impact into Stronger Storytelling
For communications and sustainability reporting professionals, these shifts create opportunities to tell more insightful and powerful stories. Organizations should consider moving beyond basic ERG metrics such as number of groups, membership totals or participation rates and focus on the cumulative impact of their ERG network. Doing so will likely help convey business impact as well as identify opportunities for future growth or refinement.
Below are a five ways to boost your storytelling through ERGs:
- Highlight policy improvements: Summit attendees shared how their organization’s ERGs have been instrumental in adding or extending parental leave, enhancing bereavement leave policies or changing healthcare offerings to better meet current needs. These stories demonstrate how employee voices contribute to organizational decision-making and provide tangible examples of inclusion in action.
- Showcase community impact: Many ERGs offer opportunities for volunteering, philanthropy and community partnerships supporting various causes. When organizations share these efforts internally and externally, they can demonstrate how employee interests and company values intersect. More importantly, they show how employees can help shape company philanthropic strategies.
- Leverage ERGs to support talent attraction and retention: Potential employees want to understand what a company’s culture feels like. ERG members often represent organizations at career fairs, recruiting events, campus programs and community engagements. Share stories of how your employees are making a difference in their communities. They’re the most credible ambassadors for company culture and reputation.
- Demonstrate the role of ERGs in organizational change: One summit attendee described how their company’s ERG network helped support employees as they transitioned to returning to working predominantly onsite, rather than remotely. ERGs can also help leaders gather feedback, identify concerns and communicate change more effectively throughout an organization.
- Show how ERG insight has improved experiences, products and services: Several panelists shared examples of ERGs helping shape customer experiences, test products or provide insight into community needs. One even described bringing a product directly to a community event through an ERG partnership, creating an opportunity for real-time customer feedback, brand visibility and storytelling.
Elevating Your People Story
Organizations that can clearly demonstrate how employee voices contribute to culture, decision-making and business success will continue stand out.
Companies have an opportunity and obligation to move beyond reporting activities and communicate impact. The strongest stories focus on the people and actions that bring its values to life.
Are you telling that story effectively? I’d love to connect and discuss how your organization’s reporting can best reflect the impact your people make every day.
