Define the purpose together
Separate the needs of members from the expectations of the organization. Write a clear purpose that the group can actually sustain.
Build a workable plan
Discuss capacity before creating a calendar. Employee resource groups should not be expected to carry organizational DEI work without recognition, resources, or authority.
- Set two priorities with member input.
- Agree on leadership roles and succession.
- Name the executive sponsor and what support means.
- Clarify budget, working time, and access needs.
Review without overburdening
Check whether members find value in the group, whether leaders can sustain the workload, and whether sponsorship removes barriers. Attendance alone does not explain impact.