How to Master ERG Management: Structuring Employee Resource Groups (ERGs)

Last updated: December 2025 – This article has been revised with new insights, updated recommendations, and data.

Employee Resource Groups (ERGs) help organizations build community and belonging among employees. A well-structured ERG program that aligns with organizational goals creates a win-win: the company benefits from stronger engagement and retention while employees build meaningful connections.

In the past, ERGs formed organically, often stemming from a grassroots need for connection. As they sprouted randomly, many lacked structure, standardization, and alignment with business objectives. That approach no longer works at scale.

Why ERG Structure Matters in 2026

The shift to hybrid and remote work has fundamentally changed how employees connect. With teams spread across locations and time zones, the organic networking that once happened in hallways and break rooms has diminished. ERGs have become critical infrastructure for building connection and community in this distributed environment.

Employee expectations around belonging have also risen. We see that 90% of Fortune 500 companies have ERGs.  Employees who participate report stronger connections to their organizations. But the informal, volunteer-driven approach that worked a decade ago cannot meet the demands of a workforce that expects consistent, high-quality programming regardless of location or role.

Managing ERGs across distributed teams, multiple time zones, and thousands of employees demands more than enthusiasm. It demands structure: defined leadership, documented processes, and accountability that turns good intentions into measurable outcomes. Without it, programs become fragmented, leaders burn out, and impact remains invisible to executives.

How should an ERG (Employee Resource Group) be structured?

Organizations with mature ERG programs operate with a clear leadership hierarchy. ERG Program Managers typically report into the Chief Human Resources Officer (CHRO) or Chief People Officer. Every ERG is structured like a "mini organization" within the company.

Organizational structure of the Employee Resource Group (ERG), led by the Chief People Officer, featuring two ERG Program Managers and subdivided into ERG Leads, Senior Leaders, and Chapter Leads.

Illustration of ERG structure (Source: The Ultimate Guide for ERG Leads)

Here is how the hierarchy typically works:

Central ERG Management Team: At the top sits a Central ERG Management Team composed of at least one executive (CXO) and one or more ERG Program Managers. This team sets overall strategy and ensures alignment with business objectives.

Executive Sponsors: The CXOs on the Central ERG Management Team serve as Executive Sponsors for their respective ERGs. They champion the company's commitment to employee communities, secure resources, and keep senior leadership informed about ERG activities and impact.

ERG Leads: Each ERG has designated leads who are assigned objectives and metrics aligned with organizational goals. ERG Leads are usually middle management professionals or passionate individuals who aspire to grow into future leaders. They work closely with the leadership team and often connect with external community organizations through nonprofit partnerships and volunteer programs.

Chapter Leads: ERGs can have multiple Chapters, each representing a region-based subset of the ERG. Chapter Leads ensure programming reflects local needs and bring regional relevance to ERG activities.

ERG Management Team Structure Example

Illustration of ERG management structure at Amtrak (Source: Webinar on Frontline Employee Engagement with ERGs)

The structure and management of ERGs can be strengthened by introducing core positions with committees to support them. The Amtrak example above demonstrates how mature ERG programs distribute responsibilities effectively.

In this model, each ERG has multiple individuals handling separate functions: event management, treasury (budget), and communications. This division prevents any single person from becoming overwhelmed. Each ERG also has a Chair, Co-Chair, and Vice-Chair, which creates built-in continuity. If someone has a critical project deadline or takes leave, the ERG continues to operate smoothly.

This approach directly addresses ERG Lead burnout, one of the most common challenges in ERG management. Since ERG leadership is typically a voluntary role on top of regular job responsibilities, distributing tasks across multiple people makes the workload sustainable.

Governance Principles for ERG Programs

Once the ERG structure is planned, governing principles need to be implemented. Here are the key actions to take:

Document objectives and outcomes:

• Draft a charter stating the objectives and expected outcomes for each ERG

• Ensure objectives align with broader business goals

• Share this document with the leadership team and ERG Leads

  
  

Monitor activities and budget:

• Schedule periodic check-ins between Executive Sponsors and ERG Leads

• Track spending against allocated budget

• Intervene early if an ERG drifts off course

  
  

Track membership metrics:

• Monitor the percentage of employees belonging to at least one ERG

• Evaluate membership growth and engagement trends by ERG

  
  

Evaluate ERG efficacy:

• Prune underperforming ERGs rather than letting them stagnate

• Avoid introducing new ERGs without a clear need or business objective

• Calibrate existing ERGs periodically to improve engagement and maintain alignment with business goals

  
  

Preventing ERG Lead Burnout

ERG Leads typically volunteer for the role, taking on responsibilities beyond their day job. This dedication can lead to burnout if not managed carefully. Proper structure is the first line of defense. Distributing responsibilities across committees, setting clear time expectations, and establishing term limits all help protect ERG Leads.

Organizations should also treat ERG leadership as a core, supported function, rather than an unpaid side-gig. This can include:

• Offering compensation or meaningful non-monetary rewards (e.g., gift cards, redeemable points)

• Aligning ERG goals with broader business objectives so leaders’ time is formally recognized

• Providing tools to reduce manual work, such as ERG management software

• Recognizing contributions in performance reviews

• Supporting leadership development and career-growth opportunities

Simplifying ERG Management with Technology

The task of structuring and managing ERGs has been greatly simplified by ERG management software. These platforms provide a single-screen solution for tracking organization-wide metrics, automating workflows for event approvals, membership management, and communications. When ERG Leads spend less time on manual administration, they can focus on building community and driving impact.

Ready to simplify ERG management at your organization? Schedule a demo to see how Teleskope helps Fortune 500 companies structure, scale, and measure their ERG programs.

Frequently Asked Questions

What is the role of an Executive Sponsor in an ERG?

An Executive Sponsor is a senior leader (typically a CXO) who champions the ERG within the organization. Their responsibilities include securing resources and budget, advocating for the ERG's initiatives with leadership, providing strategic guidance, and keeping the executive team informed about ERG activities and impact. A strong Executive Sponsor helps the ERG gain visibility and credibility across the organization.

How many ERG Leads should an ERG have?

Most ERGs benefit from having at least two to three leads, such as a Chair, Co-Chair, and Vice-Chair. This structure distributes the workload, ensures continuity when someone is unavailable, and allows leads to specialize in different areas like events, communications, or membership. Larger ERGs with multiple chapters may need additional leads at the regional level.

How can ERG activities be communicated to encourage participation?

Utilize various channels like company newsletters, internal social media, and targeted email campaigns. Highlight success stories and member perspectives. Host open houses or lunch-and-learn sessions to introduce ERGs to new employees.

Additional Resources

ERG management Case Study - Case study of a Fortune 500 consulting firm that centralized ERG management and reduced compliance risk across 88,000 users. 

ERG Industry Report - Discover key ERG statistics and insights from leading enterprises on how they structure, scale, and measure ERGs to drive business impact

About the Author: Priyanka Gujar is a Senior Marketing Manager and experienced writer on employee experience and workplace technology. Read more here.