Sponsor Savvy
Your ERG’s executive sponsor is disengaged. What’s the first step you take to re-engage them?
Schedule a candid check-in, clarify expectations, and align ERG goals to business priorities.
Your ERG has no budget. What’s one no-cost, high-impact initiative you can launch this quarter?
Peer-led learning circles, lunch-and-learns, or cross-ERG collaborations leveraging existing resources.
You’re asked to prove ERG value. What’s one metric you track right away?
Member engagement or retention rates compared to non-members.
An ERG leader is overwhelmed. What immediate step can you take to support them?
Acknowledge the workload, provide protected time, and redistribute responsibilities across the team.
Your ERGs are siloed. How do you encourage collaboration?
Host cross-ERG summits, joint events, or align under a shared annual theme (i.e., wellbeing, innovation).
An executive wants to “drop in” occasionally but not commit. How do you reframe their role?
Show the difference between “cheerleader” and “champion,” and negotiate visible, consistent support.
You get a small budget approval. Where do you spend first?
On initiatives that build visibility and measurable impact, such as, development programs, mentoring platforms, or data tracking.
Your ERG is strong in participation but weak in outcomes. What metric could you add to show deeper impact?
Leadership pipeline progression - how ERG leaders move into broader org roles.
You notice ERG leaders aren’t developing new skills. How do you change this?
Tie ERG leadership roles to formal development plans and offer coaching/mentorship support.
Members ask for more than identity-based groups. What’s one future-focused ERG you could launch?
Cause-based ERGs (i.e., sustainability, mental health, community service).
Your sponsor insists ERGs are only social clubs. How do you shift their perspective?
Provide business-linked metrics (retention, engagement scores, pipeline data) and connect ERG initiatives to ROI.
Leadership pushes back: “We can’t justify ERG funding.” What’s your response?
Position ERGs as community curators and retention tools - losing one mid-level employee costs far more than funding an ERG.
Your ERG hosted multiple events this year. How do you turn activity into outcomes?
Connect attendance and feedback data to shifts in engagement, inclusion scores, or recruitment referrals.
An ERG leader steps down abruptly. How do you ensure continuity?
Activate a succession plan and capture knowledge through documentation.
You’re asked how ERGs contribute to organizational strategy. What’s your response?
They provide lived-experience insights that inform policy, product, and people decisions - a built-in innovation lab.