Avoid the Legal Pitfalls: 17 Compliance Issues That Could Jeopardize Your ERG Program

Quick Roll (and Role) Call!

I’ve been getting a lot of asks lately from companies looking for folks in roles like ERG Program Manager, DEI Program Manager, and Employee Engagement Coordinator—basically, all the roles that live in our world.

While I’ve been jotting names down in my tablet, it’s time to get organized. I want to create an open talent bank for ERG Champs who are open to new opportunities—so I can connect you directly or give you first dibs when roles pop up. And they do—about once a week.

If you’re open to learning about new roles, fill out this quick form 👇🏾

All I need is your name, personal email, and a resume if you’ve got one handy:

You asked, I delivered — the recording from my “17 Legal Considerations ERGs Must Consider” session is now live! 🎉

This session is a must-watch if you’re in HR, DEI, or an ERG leadership role. We’re diving into the legal side of ERGs — the part nobody talks about, but everyone needs to understand.

📍Here’s what we’re discussing:

• Ally-free ERGs and private channels

• Religious ERG approvals

• Identity-based leadership restrictions

• Budget equity and disparate impact

• Data privacy, confidentiality, and coercion

• Why ERGs should not advocate for benefits or policy changes

• NLRA Section 8(a)(2) and how it applies to your ERG

• The hidden legal risk of ERGs acting like unions

These are real issues I’m seeing in the field, with real companies facing real consequences.

👉🏾 Watch the full session here: https://youtu.be/SiZvxvi0a1M?si=sMrfHr6Zec_hiEgy