Reports note that 90% of Fortune 500 companies have employee resource groups, or ERGs, that provide important voice to under-represented groups, offer employees the chance to gain empathy and learn about others’ journeys, and create a majority experience for everyone. 

 

But given the reality of work environments where many employees already have too much on their plates, how can leaders make sure ERGs work for everyone and don't simply pile new responsibilities on already overloaded team members?