For more than half a century, employee resource groups (ERGs) have been a mainstay of the modern organization, playing an increasingly vital role in workplace diversity, equity, and inclusion (DEI) efforts. Though often falling under the purview of corporate DEI programs, ERGs have cemented their value as incubators of employee engagement, leadership development, and innovation in their own right. But as more and more organizations continue to walk back their DEI commitments, it begs the question: Will ERGs survive?

The answer is yes.

ERGs exist independently of DEI. Sure, they may be intertwined with one another, but the link is not inextricable. In fact, ERGs have been around far longer than formal DEI programs and it’s not uncommon for an organization to have thriving ERGs despite lacking an official DEI department. This isn’t to say that DEI programs don’t provide valuable support to ERGs—because they can and do—but rather that, due to the employee-driven, grassroots nature of ERGs, it should come as no surprise that they aren’t dependent on DEI. They were around before and they’ll be around after. In fact, it’s their independent nature that makes them such valuable assets to begin with.  

Unlike formal DEI programs, which can require a fair amount of organizational resources to implement and sustain, ERGs are practically self-run. As voluntary, employee-led groups, ERGs are a pristine example of the positive impact that follows when employees come together on their own volition to pursue a shared passion aligned to business goals. And what few resources ERGs do need, such as leadership support and funding here and there, are far outweighed by the value they bring to the table.

From the highest level to the frontlines, ERGs touch every corner of an organization. That’s because ERGs are, by their very nature, inclusive of employees at all levels, backgrounds, disciplines, and functions. They provide a space for learning, growth, networking, development, and autonomy—a valuable opportunity to build leadership skills for many employees who may not otherwise have such opportunities in their day-to-day role. Regardless of the presence of a formal DEI department, employees will continue to seek out and create such opportunities for themselves.

As DEI programs across organizations continue to receive the axe, rest assured that ERGs will not only survive the culling, but thrive—as they always have. From their grassroots nature to their self-run sustainability to their broad-reaching appeal and value, ERGs are a tremendous asset that exist independently of DEI and bring a wealth of value to their organization.