How to Find and Engage with Employee Resource Groups (ERGs)

How to Find and Engage with Employee Resource Groups (ERGs)

Employee Resource Groups (also known as ERGs) are gaining an increasing amount of attention in the nonprofit fundraising world. And for good reason!

These employee-led groups, often centered around shared identities, interests, or experiences, play a decisive role in shaping company culture and driving community engagement. For nonprofits, ERGs represent a promising entry point into a company’s philanthropic ecosystem.

In a recent session from the Virtual Workplace Fundraising Summit, How to Find and Engage with Employee Resource Groups (ERGs), Joy Stephens—founder and CEO of the Corporate Giving Network—shared her insights and strategies for nonprofits looking to connect meaningfully with ERGs. Drawing from more than 18 years of experience as a fundraising consultant and her specialized focus on corporate giving since 2014, Joy offered actionable tips for identifying the right contacts, making a compelling pitch, and cultivating lasting relationships.

Key takeaways:

Whether you’re new to ERG engagement or looking to take your corporate outreach to the next level, this session was packed with invaluable insights. We’ll jump into a recap of the key points⁠—but first, let’s start with the basics.

Watch the Virtual Summit Replays to learn more.

What Employee Resource Groups (ERGs) Are

Employee Resource Groups (ERGs)—also known as Business Resource Groups, Affinity Groups, or Employee Networks—are voluntary, employee-led groups formed around shared identities, interests, or experiences in the workplace.

While terminology may vary from company to company, the core purpose of ERGs remains consistent: they provide a sense of community, support, and professional development opportunities to their members.

Most ERGs are aligned with Diversity, Equity, and Inclusion (DEI) priorities and often center on identities such as:

  • Women
  • LGBTQIA+ individuals
  • People with disabilities
  • Veterans
  • Ethnic and cultural groups
  • Working parents
  • Young professionals

ERGs are more than informal gatherings. They often have a formal charter, operate under a defined structure, and are led by a chairperson or president. Many also have dedicated budgets through which funds support activities such as professional development events, mentorship programs, community outreach, and nonprofit partnerships.

Key takeaway: ERGs are highly prevalent among corporations⁠, and they’re not going away.

One of the clearest insights from the webinar is this: Employee Resource Groups are not a passing trend. In fact, they’re nearly universal in the corporate world. A striking 90% of Fortune 500 companies have Employee Resource Groups, and 100% of the DiversityInc Top 50 companies include ERG programs as part of their organizational structure.

Even as public discourse around Diversity, Equity, and Inclusion (DEI) faces political pushback, companies are largely not abandoning their internal diversity efforts. Instead, they’re simply adjusting the language. Terms like “cultural awareness” or “inclusion programs” are increasingly used in place of “DEI;” however, the functions, goals, and impact of ERGs remain unchanged.

In other words, ERGs are hiding in plain sight. Organizations recognize that they can’t afford to ignore the value of inclusive environments—not only for employee engagement and retention but also for innovation and long-term business success. The terminology might evolve, but the commitment to fostering community, supporting identity groups, and promoting equity is firmly embedded in corporate culture.

For nonprofits and community partners, this means continued and growing opportunities to connect with ERGs, regardless of the broader political climate.

Key takeaway: Donor employment data helps nonprofits gain access to ERGs.

If you’re a nonprofit looking to engage with Employee Resource Groups (ERGs), here’s a critical insight: your donor employment data is one of your most valuable tools.

While it’s relatively easy to find out if a company has ERGs, what’s harder is identifying who runs them and how to connect. There’s no central ERG directory, and their decentralized, voluntary nature often means there’s no obvious point of contact.

That’s where donor data comes in.

By capturing and organizing information about where your individual donors work, you open a door. Someone who already supports your cause and works at a company with active ERGs could be your warm introduction—either to an ERG directly or to a broader opportunity within the company. These supporters are often in professional roles, such as marketing, HR, and legal, and may already belong to or have influence within an Employee Resource Group.

This also ties directly into the power of workplace giving platforms like Double the Donation, which help you identify potential corporate support based on where your donors are employed. Beyond matching gifts, that same employer information can guide your outreach to ERGs who may offer funding, volunteers, or strategic partnerships.

Key takeaway: Connections with ERG members enable long-term success.

One of the challenges nonprofits often face when working with Employee Resource Groups is maintaining long-term relationships, especially as leadership changes. After all, ERGs are often structured with rotating roles—the chair or president may serve for only a year, making it easy to lose a key connection.

So, how do you maintain momentum over time?

The answer is depth over dependency. Instead of relying solely on one point of contact, aim to build multiple relationships within the ERG. In particular, get to know program managers and other active members. These individuals are more likely to remain involved in the long term and may even advance to leadership roles, ensuring continuity for your nonprofit. Additionally, past ERG chairs don’t typically disappear. Many remain active in the group even after their term ends, offering ongoing influence and support.

Key takeaway: You’ll want to identify ERGs that align with your nonprofit’s mission.

When it comes to seeking corporate giving, many nonprofits hit a familiar roadblock: strict giving pillars. Large companies often focus their philanthropic efforts on a limited set of causes—like clean water, education, or women’s health—and if your mission doesn’t fit neatly into one of those categories, your grant proposal may not make it past the first round.

That’s where Employee Resource Groups (ERGs) offer a unique and more flexible opportunity. Unlike corporate foundations, ERGs aren’t bound by rigid giving priorities. Their support is often driven by personal connection and shared identity. For example, if your nonprofit serves a community that shares a cultural or ethnic background with members of an ERG, those individuals may be more inclined to support your cause, regardless of the company’s official giving areas.

In short, ERG alignment is about shared values and lived experiences, not just corporate strategy. Identifying the right ERG match can create meaningful partnerships—even with companies who wouldn’t typically fund your mission.

Key takeaway: ERGs can be an excellent opportunity for newer organizations.

For emerging nonprofits, breaking into corporate funding can feel like hitting a wall. Why? Most major companies—especially those with established foundations—expect a proven track record before they’ll consider awarding grants. They’re cautious about associating their brand with an organization that hasn’t yet demonstrated stability, scalability, or impact.

But Employee Resource Groups (ERGs) operate differently. While ERGs do vet the organizations they support, they’re generally more flexible and mission-driven than formal corporate giving programs. That makes ERGs an ideal entry point for newer or smaller nonprofits. If your mission resonates with a specific identity group, such as women, veterans, or cultural communities, you may find enthusiastic support from an ERG, even if you’re still building your name and impact metrics.

Key takeaway: ERGs and volunteer grants can go hand in hand.

When nonprofits consider Employee Resource Groups (ERGs), funding and networking are often top of mind. However, volunteerism can be just as valuable, especially when paired with employee volunteer grant programs.

Many companies offer “dollars for doers” or volunteer grants, where the company donates money to a nonprofit based on the number of hours their employees volunteer. And when those employees are part of an ERG, their engagement is often deeper, more mission-aligned, and ongoing.

The bottom line? When ERGs volunteer, everyone wins:

  • The company deepens employee engagement.
  • The ERG strengthens its impact.
  • The nonprofit gains passionate, skilled volunteers.
  • And the nonprofit receives additional financial support.

If you’re not yet tracking volunteer hours from company groups—or aren’t encouraging ERGs to log those hours—you could be leaving valuable resources on the table.

Wrapping up & additional resources

As Joy emphasized throughout the webinar, ERGs are not just internal employee communities. They’re strategic partners for nonprofits seeking deeper corporate connections. By understanding how these groups operate, what motivates them, and how to align your mission with their objectives, you can unlock new funding, increase awareness, and expand volunteer opportunities.

Ready to get started? Use the strategies from this session to build authentic relationships that benefit both your organization and the employees who care about making a difference.

Plus, check out these additional recommended resources to learn more about corporate giving partnerships and beyond:

Watch the Virtual Summit Replays to learn more.