Employee Resource Groups (ERGs) have existed in organizations for more than 50 years. ERGs are voluntary, employee-led groups made up of individuals who join together based on common interests, backgrounds, or demographic factors. These groups operate differently from one company to another but commonly incorporate both professional and social networking activities. In the past 10 years, ERGs have evolved from networking groups that promote diversity and inclusion to key alliances that help identify talent, grow careers, promote a sense of belonging, and make direct contributions to the business. ERGs are known by various names including affinity groups, employee networks, employee impact groups, colleague resource groups, inclusion groups, and diversity councils. DiversityInc (now Fair360) found that organizations often use the word “resource” to reflect the benefits of ERGs to the business mission, approach and outcomes. In this Executive Briefing, we will use the term Employee Resource Groups (ERGs) to cover the various types of groups. ERGs can help employees find community among others who share their identities, interests, or concerns; increase satisfaction and retention; and provide leadership opportunities for individuals from traditionally underrepresented backgrounds. ERGs have moved beyond “food, fun, flags and festivals” to strategic business initiatives that establish shared spaces where members of an organization can feel a sense of community, connection and belonging. During the pandemic, ERGs served as a critical lifeline for employees to maintain a sense of connection and belonging while they endured the quarantine period and adjusted to the rise of remote work. The pandemic also carried with it societal changes that highlight the continuing need for ERGs, such as increases in racial and gender inequalities. During particularly difficult times, having safe spaces such as ERGs where diverse groups can share their experiences and employees can unite and show support for one another has the potential to not only increase employee engagement, but also strengthen employees’ commitment to the organization itself (Ellevate, 2023).