{"id":54752,"date":"2025-06-10T16:18:09","date_gmt":"2025-06-10T20:18:09","guid":{"rendered":"https:\/\/seramount.com\/?p=54752"},"modified":"2025-12-08T17:21:38","modified_gmt":"2025-12-08T22:21:38","slug":"three-ways-to-evolve-ergs-amid-legal-shifts","status":"publish","type":"post","link":"https:\/\/seramount.com\/articles\/three-ways-to-evolve-ergs-amid-legal-shifts\/","title":{"rendered":"Three Ways to Evolve ERGs amid Legal Shifts"},"content":{"rendered":"\n<p><em>The following content is for informational purposes only and does not constitute legal advice. Organizations should consult with their legal counsel to determine the best course of action based on their specific circumstances.<\/em><\/p>\n\n\n\n<p>Today, there\u2019s still a lot of uncertainty about what constitutes legal versus illegal DEI. Much of it remains undefined, creating a gray area for many organizations. One of the clearest signals so far has come from the U.S. Office of Personnel Management (OPM), which defines unlawful activity as any program that \u201cunlawfully discriminates\u201d or is \u201cmotivated, even in part, by protected characteristics.\u201d<\/p>\n\n\n\n<p>This guidance has led many organizations to take a closer look at their Employee Resource Groups (ERGs). At Seramount, we\u2019ve received a growing number of questions from partners about how to ensure ERGs remain both effective and aligned with today\u2019s legal expectations. That\u2019s because ERGs continue to play a critical role in building connection, fostering community, and driving inclusion.<\/p>\n\n\n\n<p>While ERGs are still widely considered low-risk, how they\u2019re structured and communicated may need to evolve. Below, we dig into what the legal landscape means for ERGs and share three strategies to help ensure they continue to make an impact.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-new-legal-shifts-mean-for-ergs\"><strong>What New Legal Shifts Mean for ERGs<\/strong><\/h2>\n\n\n\n<p>The most significant shift that organizations need to make is to ensure that all ERGs are open to all employees, regardless of whether someone identifies with the group\u2019s focus. Importantly, these legal expectations extend to all workplace affinity spaces and informal groups, such as men\u2019s clubs, book clubs, or other interest-based meetups.<\/p>\n\n\n\n<p>This expectation doesn\u2019t stop at general membership. It also applies to any programs, leadership roles, or opportunities associated with the ERG. That includes participation in mentorship or sponsorship programs, eligibility for ERG leadership positions, access to events or trainings, and involvement in planning or strategy.<\/p>\n\n\n<div id=\"call-to-action-block_5229ee9393612769534dcf50bee529f2\" class=\"custom-block call-to-action alignfull cta-gray custom-block\">\n    \n<div class=\"px-4 py-14 bg-gray-75\" style=\"background: #EAEBEC url(https:\/\/seramount.com\/wp-content\/themes\/seramount\/assets\/img\/light-wave-background-2.svg) center \/ cover no-repeat;\">\n    <div class=\"max-w-7xl mx-auto flex flex-col items-center flex-wrap gap-y-6\">\n        <div>\n            <div class=\"text-center\">\n                \n                                    <div class=\"md:max-w-4xl mx-auto [&#038;_p]:!text-h5 mx-4\">\n\n<h3 class=\"wp-block-heading has-h-4-font-size\" id=\"h-for-example-a-women-s-erg-can-still-focus-on-supporting-women-but-a-man-must-be-allowed-to-join-attend-events-apply-for-leadership-or-benefit-from-any-erg-led-development-opportunities\">For example, a women\u2019s ERG can still focus on supporting women, but a man must be allowed to join, attend events, apply for leadership, or benefit from any ERG-led development opportunities.<\/h3>\n\n<\/div>\n                            <\/div>\n        <\/div>\n        <div>\n            <div class=\"flex justify-center space-x-6\">\n                                            <\/div>\n        <\/div>\n    <\/div>\n<\/div><\/div>\n\n\n\n<p>Simply put: ERGs can center specific communities, but they cannot restrict membership, participation, or benefits based on identity.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-three-strategies-to-adapt-ergs-to-the-new-legal-landscape\"><strong>Three Strategies to Adapt ERGs to the New Legal Landscape<\/strong><\/h2>\n\n\n\n<p>Many organizations may find that their existing ERGs already embrace inclusivity in practice, welcoming allies and others outside the core identity group. In fact, in our experience, very few ERGs formally restrict membership based on identity. Still, it\u2019s important to be proactive and intentional about these changes.<\/p>\n\n\n\n<p>Here are three strategies to help you adapt your ERGs to thrive within this new legal environment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-communicate-that-ergs-are-open-to-all\">1. <strong>Communicate that ERGs are open to all<\/strong><\/h3>\n\n\n\n<p>It\u2019s not enough to make the change; you need to communicate it clearly. Ensure ERG leaders, members, and non-members know that all ERGs are open to everyone. There\u2019s no need to frame it as a major shift, particularly if it isn\u2019t; simply emphasize that these are inclusive spaces welcoming all employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-share-best-practices-for-allyship\">2. <strong>Share best practices for allyship<\/strong><\/h3>\n\n\n\n<p>Support employees who join ERGs outside their own identity groups by creating simple allyship guides. Collaborate with ERG leaders to set clear expectations around behavior, language, and engagement. This helps ensure respectful participation and keeps ERGs welcoming for all.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-position-ergs-as-business-critical-groups\">3. <strong>Position ERGs as business-critical groups<\/strong><\/h3>\n\n\n\n<p>To reinforce their value and ensure long-term viability, organizations should position ERGs as essential drivers of business impact. Consider formally transitioning ERGs into Business Resource Groups (BRGs), emphasizing their contributions to talent development, employee engagement, innovation, and market insights. This framing can help safeguard them against backlash and strengthen their standing within the organization.<\/p>\n\n\n<div id=\"call-to-action-block_5229ee9393612769534dcf50bee529f2\" class=\"custom-block call-to-action alignfull cta-gray custom-block\">\n    \n<div class=\"px-4 py-14 bg-gray-75\" style=\"background: #EAEBEC url(https:\/\/seramount.com\/wp-content\/themes\/seramount\/assets\/img\/light-wave-background-2.svg) center \/ cover no-repeat;\">\n    <div class=\"max-w-7xl mx-auto flex flex-col items-center flex-wrap gap-y-6\">\n        <div>\n            <div class=\"text-center\">\n                \n                                    <div class=\"md:max-w-4xl mx-auto [&#038;_p]:!text-h5 mx-4\">\n\n<h2 class=\"wp-block-heading\" id=\"h-discover-the-seramount-employee-group-maturity-model-segma\">Discover the Seramount Employee Group Maturity Model (SEGMA)<\/h2>\n\n\n\n<p>SEGMA helps you assess how well your ERGs are positioned to weather today\u2019s challenges. This comprehensive tool evaluates effectiveness across nine key areas and delivers a detailed scorecard showing where you stand. Seramount\u2019s experts then work with you to build a customized roadmap to boost efficiency, align strategy, and increase impact.<\/p>\n\n\n\n<p><a href=\"https:\/\/seramount.com\/contact-us\/\">Contact us<\/a> to learn more<\/p>\n\n<\/div>\n                            <\/div>\n        <\/div>\n        <div>\n            <div class=\"flex justify-center space-x-6\">\n                                            <\/div>\n        <\/div>\n    <\/div>\n<\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-bottom-line\"><strong>The Bottom Line<\/strong><\/h2>\n\n\n\n<p>Ultimately, the safest path to workplace inclusion right now centers on nondiscrimination, belonging, and standardized practices\u2014all of which ERGs are uniquely positioned to deliver. In fact, ERGs may be better equipped than many other DEI efforts to withstand current and future legal challenges.<\/p>\n\n\n\n<p>We\u2019re already seeing this in practice, with many Seramount partners leaning heavily on their ERGs to support employees, especially those most impacted by recent political and legal shifts. That\u2019s why it\u2019s so important to structure and communicate about them in ways that ensure they can continue to exist and have impact.<\/p>\n\n\n\n<p>If you\u2019d like guidance on how to elevate your ERGs and maximize their impact, <a href=\"https:\/\/pages.seramount.com\/Take-Your-ERGs-to-the-Next-Level.html\">check out<\/a> Seramount\u2019s latest guide on taking your ERGs to the next level.<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><a href=\"https:\/\/pages.seramount.com\/Take-Your-ERGs-to-the-Next-Level.html\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"328\" src=\"https:\/\/seramount.com\/wp-content\/uploads\/2025\/06\/ERG-cover.png\" alt=\"Guide Take your ERGs to the next level ERGs are facing more scrutiny than ever. discover how to strengthen their impact\" class=\"wp-image-54753\" srcset=\"https:\/\/seramount.com\/wp-content\/uploads\/2025\/06\/ERG-cover.png 624w, https:\/\/seramount.com\/wp-content\/uploads\/2025\/06\/ERG-cover-300x158.png 300w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/a><\/figure>\n\n\n\n<p><a id=\"_msocom_1\"><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The following content is for informational purposes only and does not constitute legal advice. Organizations should consult with their legal counsel to determine the best course of action based on their specific circumstances. Today, there\u2019s still a lot of uncertainty about what constitutes legal versus illegal DEI. Much of it remains undefined, creating a gray [&hellip;]<\/p>\n","protected":false},"author":8080,"featured_media":54754,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[366,5],"tags":[241,57],"class_list":["post-54752","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dei-strategy-and-measurement","category-employee-resource-groups-ergs","tag-erg","tag-policy-and-legal-compliance"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.5 (Yoast SEO v26.5) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Three Ways to Evolve ERGs amid Legal Shifts | Seramount<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/seramount1stg.wpengine.com\/articles\/three-ways-to-evolve-ergs-amid-legal-shifts\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Three Ways to Evolve ERGs amid Legal Shifts\" \/>\n<meta property=\"og:description\" content=\"The following content is for informational purposes only and does not constitute legal advice. Organizations should consult with their legal counsel to determine the best course of action based on their specific circumstances. Today, there\u2019s still a lot of uncertainty about what constitutes legal versus illegal DEI. Much of it remains undefined, creating a gray [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/seramount1stg.wpengine.com\/articles\/three-ways-to-evolve-ergs-amid-legal-shifts\/\" \/>\n<meta property=\"og:site_name\" content=\"Seramount\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/seramount\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-06-10T20:18:09+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-12-08T22:21:38+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/seramount1stg.wpengine.com\/wp-content\/uploads\/2025\/06\/Seramount-Blogs-38.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"529\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Willow Cosenza\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" 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