Jeiz asked organisations to see Employee Resource Groups as more than teams that organise Pride activities. ERGs can develop leaders, review policies and benefits, improve products and language and bring employee experience into management decisions before a blind spot becomes a complaint.
That contribution needs a route to action. If a company uses the group’s knowledge, it should provide time, training, budget and recognition rather than add unpaid diversity work to people’s normal jobs. An ERG creates value when benefits, messages or opportunities actually change.
This summary is based on the Forum report and record. It is not a direct quotation. The role reflects the 2026 event record and should be rechecked before current use.
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