A Guide to Setting Up Employee Resource Groups (ERGs) Successfully
Designed for HR business partners and DEI leads at midsize companies launching their first ERGs with limited internal precedent to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop for HR and DEI professionals. Most attendees have strong intent but little practical experience with ERGs; they're concerned about low participation, unclear structure, and leadership buy-in. The session blends short presentations with dynamic group activities, aiming to demystify ERG setup and provide actionable frameworks.
ERG Stories: Guess Who?
Kick off with a curiosity-building quiz: share three brief, anonymized stories from real ERGs—one wildly successful, one that fizzled, and one unexpected win. Participants guess which story matches which outcome. Reveal the true organizations and discuss what made the difference.
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Why this works
Quizzes paired with authentic stories activate curiosity and tap prior knowledge, priming brains for deeper learning and discussion.
Debunking ERG Myths
Present the three most common misconceptions about ERGs—e.g., ‘They're exclusive clubs’, ‘They’re only for minorities’, ‘They drain company resources’. Invite participants to quickly brainstorm why these arise, then share research-backed counters.
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Why this works
Addressing misconceptions early prevents cognitive bias and resistance, paving the way for open, fact-driven dialogue.
Emoji Meter: ERG Confidence
Invite participants to rate their confidence in launching ERGs using emojis (physical cards or virtual reactions): 🔥 (ready!), 🤔 (curious), 😬 (nervous), or 😴 (unsure). No explanation needed—just a quick visual pulse, lowering the pressure and making everyone feel seen.
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Why this works
Low-pressure, non-verbal participation reduces anxiety and encourages honest feedback, setting a safe tone for deeper work.
ERG Launch Sprint
Divide participants into small teams and give them a 10-minute challenge: design a one-page ERG launch plan for a fictional company. Provide a toolkit template and a timer. After the sprint, teams pitch their plan in 60 seconds with energy and flair.
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Why this works
Timed, collaborative sprints ignite creativity, engagement, and collective problem-solving—especially when urgency is built in.
Case Study: ERG Dilemma
Present a dilemma from a real ERG: e.g., ‘The LGBTQ+ ERG at TechCo has declining attendance and leadership is questioning its relevance.’ Ask participants, ‘What would you do next?’ Invite quick, real-world solutions, then reveal what actually happened and its impact.
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Why this works
Grounding abstract concepts in dilemmas makes learning stick and surfaces practical wisdom, while adding emotional stakes.
Personal ERG Action Pledge
Close with a reflective prompt: ‘Write down one concrete action you’ll take to support ERGs at your company—big or small. Share with a partner, then drop your pledge in a virtual or physical ‘commitment box’.’ This personalizes the topic and bridges learning to real-life action.
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Why this works
Active reflection and peer sharing reinforce retention and commitment, turning intentions into accountability.
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