How do you start an ERG at your company?

Step 1 — Find your founding 5 to 10

Don't launch with one excited person and a Slack channel. Find 5–10 employees who will commit to the first six months of unglamorous work: meetings, charter drafting, sponsor pitches. This becomes your founding committee.

Step 2 — Write a one-page charter

Your charter answers four questions: Who is this for? What outcomes are we accountable for? How will we be structured? What do we need from the company? Keep it to one page. It's the document sponsors and HR will read.

Step 3 — Recruit an executive sponsor

An exec sponsor is not optional. They unlock budget, defend the program in leadership rooms, and give you political cover when something gets controversial. Pitch them with the charter and two specific asks: a budget number and a quarterly 30-minute meeting.

Step 4 — Get formal recognition

Work with HR or DEI to get the ERG officially recognized. This usually means: budget line, formal leadership structure, time allocation for the chair, and a place on the company's employee-program landing page. Recognition is what separates an ERG from an affinity group.

Step 5 — Launch with one well-run event

Your launch event should be one thing done well — a panel, a community kickoff, a learning session — not a six-event calendar. Over-deliver on the first event so members come back for the second.

Step 6 — Measure from day one

Track participation, sentiment, and one career or culture outcome per quarter. You'll thank yourself when budget season comes around.