If you’ve been keeping up, you’ll know that Robby Starbuck, the anti-DEI influencer, has now gone after nine companies. And guess what? All nine have revisited their ERG structures—either scaling back or dismantling programs altogether. Toyota, his latest target, wasted no time distancing themselves from their ERGs—basically throwing them under the bus. 😭

So, what’s going on here, and why is this trend gaining so much traction?

At its core, ERGs have always been about creating spaces where underrepresented employees can connect, grow, and feel seen within their company’s internal initiatives. But somewhere along the way, things shifted. ERGs started being treated as extensions of external-facing efforts—with ERG leaders serving as unpaid DEI warriors. Instead of focusing on community, they were suddenly expected to influence customer-facing business strategies, push social agendas, and even advocate for external political causes. 😳

Let’s be real for a second—ERGs are NOT your platform for pushing personal beliefs, especially not on customers. The companies that seemed to align with your beliefs back in 2020? Don’t take it at face value that they’re ready to lose business to drive the changes you want to see. In this climate, where even a small action could alienate a chunk of their customer base, most aren’t willing to risk their bottom line.

So, let me say this explicitly: ERGs ARE meant to drive better employee experiences, foster cultural competency (a.k.a. respect for people from all backgrounds), and create internal support. But every day we stray from that focus, we’re walking into some very risky territory.

Here’s why this is so dangerous:

1. Legal Liabilities: When ERGs start influencing how a company interacts with its consumers—especially in polarized spaces—it’s a legal landmine. I’ve already heard from several companies that have had to cut out Commerce/Marketplace pillars from their ERG strategies for legal reasons. 🚫

2. Burnout: Most ERG leaders are volunteers who signed up to build community, not to drive business outcomes or navigate political minefields. And yet, many are being tasked with exactly that—without proper parameters or guidance. No surprise, burnout is rampant. 😩

3. Polarization: When ERGs cross the line into advocacy, they can become divisive—within the company and beyond. Not everyone in your ERG shares the same political beliefs, and pushing certain agendas can alienate not only your members but also the company’s broader employee base and primary customer base when these initiatives become externally focused.

Here’s what we need to avoid:

1. Don’t push ERGs into business consulting: ERGs aren’t equipped to influence external-facing decisions, and trying to do so invites legal and reputational risks.

2. Avoid political advocacy: ERGs shouldn’t be used to push political agendas. It creates division and alienates people with different views.

3. Focus on community: ERGs exist to build internal support, connection, and engagement. When we stray too far from that, we lose the true value of these groups.

I was quoted in a Bloomberg article on this very topic, and I dive deeper into it in my latest LinkedIn post—check them out below for more insights!

Next week, I’ll dive more into the nine companies that have been attacked- what they have in common, and what we can learn from them.

Catch y’all next week!

-The ERG Homegirl ✌🏿

Side note: 👀 Dell just called their Global Sales Team back into the office 5 days a week. So here’s the real question—how are you positioning your ERGs to level up the in-office experience and keep underrepresented folks engaged? 🧐

That’s it for this week! 🙌🏿

Weeks of consistent newsletters: 18 🎊