Leading an Employee Resource Group (or BRG) should be about fostering a vibrant, inclusive community where every member feels valued and empowered. Yet many ERG leaders find themselves battling to boost participation, struggling to motivate engagement, and striving to create impactful experiences that resonate with their members. If sparking genuine enthusiasm and driving meaningful involvement feels like an uphill battle, you’re not alone.

For many passionate ERG leaders, what starts as a commitment to diversity and inclusion quickly becomes akin to taking on a second job. Balancing the demands of your primary role with the responsibilities of leading an ERG can leave you feeling stretched thin, struggling to give your best to either. The challenge of managing time effectively, organizing events, and keeping members engaged — all while meeting your job’s demands — can be overwhelming.

One of the most significant challenges ERG leaders face is demonstrating the tangible business impact of their groups. Aligning ERG initiatives with broader business goals and measuring their success in meaningful ways can be daunting. Without clear metrics and the tools to track progress toward KPIs, proving the value of your ERGs to stakeholders and securing ongoing support becomes a constant struggle.