ERGs Are Changing (But Not Disappearing)
In a couple weeks, we’ll finish up the series on the Harvard Business School article about the FAIR model. We’re taking a break because last week I attended a webinar by Seramount and they shared some fascinating research that I want to share with you.
Over the past year, there have been lots of conversations about the state of ERGs. There were some assumptions that most, many, had been shut down or reduced due to the political and economic climate. The narrative felt heavy. But the research shared a different spin.
Yes, ERGs are changing quite a bit, but they are not disappearing.
In January 2026, far more organizations reported making changes than they had a year prior. Many have clarified that their groups are open to all employees, regardless of identity. Many are more intentionally connecting ERG activity to business goals. Some are even adding additional ERGs.
Opening membership more broadly can be wonderful. It signals inclusion and may reduce legal vulnerability but it may also shift group dynamics in ways that need thoughtful design. When you widen the circle, you also have to be intentional about how you protect the original purpose of the space.
If your ERG has recently opened membership more broadly, it may be worth asking:
How are we onboarding allies in a way that supports, not dilutes, the group’s core purpose?
Are we clear about who the space is primarily designed to serve?
Do members still feel psychological safety?
The slide below summarizing the research also shares shifts in visibility. A number of organizations are no longer publicizing ERGs externally. I perceive that this has the potential to keep each ERG an even safer space for their members.
There were also increases in ERGs being more closely connected to business goals. That can be powerful.
If you are being asked to “align to business outcomes,” it might help to get specific:
Which business priority?
Which metric?
Over what timeframe?
With what executive sponsor?
Clarity protects energy.
ERGs are evolving under pressure and change.
My hope is that when leaders see that others are still investing, refining, and building, that it will matter to them. If we believe we're the only one holding the line, we might quietly step back. But if we see that others are adapting rather than dismantling, we might push forward. And I hope we do!
Next week, I want to share another piece from that webinar about impact and support for ERG leaders.
Weekly Reset
If your ERG were a living thing this week… what would it be?
A young sapling?
A migratory bird?
A hive?
A nervous system?
A turtle pulling into its shell?
You can think it, visualize it, write it down, draw it, or even act it out.
Now ask: what does that “thing” need right now?
As you continue building and refining your ERG, if you find yourself in need of programming or facilitation support, I’d be honored to partner with you. The work we do together is energizing, grounded in neuroscience, and designed to actually shift something and not just fill the calendar.
