Using LGBTQIA+ Employee Resource Groups Effectively

Dear ally and Queer nonprofits,

Employee Resource Groups (ERGs) are more than just affinity spaces – they're engines for culture change, leadership development, and community impact. When empowered with resources and treated as strategic partners, LGBTQIA+ ERGs can drive inclusion internally and ripple out support to broader communities.

But with DEI rollbacks on the rise and Pride season on the horizon, how we engage and support ERGs matters more than ever. As state and federal policies threaten LGBTQIA+ rights, and public pressure causes some companies to scale back their commitments to diversity, the role of ERGs has never been more critical. They serve as a vital line of defense against institutional regression—and a bold example of what inclusive workplaces can be.

For Corporations and Businesses: Empower ERGs as Strategic Partners

1. Resource Them Like They Matter
   Give ERGs budget, staff support, and protected time. If they’re expected to contribute to company culture, events, or DEI strategy, they need real investment – not just well wishes. Lack of funding is one of the most common reasons ERGs fail to make a lasting impact.

2. Connect to Business Strategy
   Invite ERGs to consult on inclusive marketing, recruiting, onboarding, and vendor practices. Their lived experience helps avoid costly missteps and build authentic trust with consumers and employees alike. In an era of rising backlash, a grounded ERG perspective can help ensure your brand doesn’t unintentionally alienate the very communities it wants to support.

3. Recognize ERG Leadership as Professional Growth
   Leading or participating in an ERG should be viewed as leadership training. Reward this work with visibility, mentorship, stipends, and opportunities for advancement. If you expect high-quality contributions, treat ERG work like the leadership development asset it is.

4. Measure and Share Impact
   Highlight how ERGs influence retention, belonging, innovation, and brand reputation. Use data and storytelling to build executive buy-in and ensure ERGs have a seat at the table year-round. Especially in companies facing pressure to justify DEI budgets, data can protect and expand ERG influence.

For Internal ERG Members: Activate Purpose and Power

1. Set Clear Goals
   Is your ERG focused on policy change, recruitment, mentorship, education, or community giving? Define your purpose so your work can be strategic—not just social. Clear goals help you secure resources, measure progress, and stay aligned with your mission.

2. Collaborate Across Identities
   Queer people exist across every other affinity group. Partner with BIPOC, disability, caregiver, and veteran ERGs to create intersectional campaigns and solidarity-building. Collective action is especially powerful in times of political and social tension.

3. Tell Your Story
   Don’t let your impact live in an internal Slack thread. Share your work through company newsletters, intranet, and town halls. Visibility drives engagement—and support. Internal storytelling helps reinforce the ERG’s legitimacy and connects with potential allies across departments.

For Queer Nonprofits: Partner with LGBTQIA+ ERGs for Mutual Impact

1. Find Active ERGs
   Research companies with active LGBTQIA+ ERGs via LinkedIn, community networks, or LGBTQIA+ chambers of commerce. These groups often have discretionary budgets and are seeking ways to connect with community. Don’t be afraid to reach out directly.

2. Offer Clear, Aligned Opportunities
   Reach out with specific asks: volunteer days, speaking opportunities, employee giving drives, or co-hosted events. Make it easy for ERGs to say yes. Align your ask with their internal mission so the partnership feels natural and strategic.

3. Build Relationships Year-Round
   Don’t just reach out in May or June. Pride shouldn’t be the only time ERGs hear from you. Foster year-round partnerships that go deeper than surface-level campaigns. These relationships can grow into recurring donations, board leadership pipelines, and long-term mutual support.

4. Be a Resource
   Offer DEI trainings, panels, or storytelling workshops. Nonprofits have expertise that ERGs need to deepen their internal impact. Become a trusted partner and thought leader—not just someone with a sponsorship ask.

With increased scrutiny and rollback of DEI programs across the U.S., ERGs are more important than ever. They’re culture carriers, accountability partners, and community builders inside companies. In today’s climate, they’re also a form of resistance—protecting Queer and other marginalized employees from invisibility and harm.

Whether you’re a corporate leader, an ERG member, or a nonprofit looking to partner, the message is the same: when ERGs are valued, resourced, and listened to, they drive lasting change—internally and beyond.

In the months ahead—and well beyond June—make sure your ERG strategy reflects your values, your commitment to equity, and your responsibility to the communities you serve.

Sincerely, 

Queers

Queer For Hire provides fundraising support and LGBTQIA+ diversity training for nonprofits, professionals, and corporations.

Learn about our Fundraising Services <here> – we’ll lead or support your fundraising efforts, whether you need general support or want to focus on raising money from and for the LGBTQIA+ community.

Learn about our Fundraising Trainings <here> – we can coach your board, staff, and fundraising team on how to fundraise and how to engage LGBTQIA+ donors.

Learn about our other services <here> or our resources <here>.