Articles ERGs in Action

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  ERGs in Action

  What the Employee Handbook Doesn’t Say

  Companies will tell you that career advancement is driven by performance.  To some extent, that’s true. But ask employees how advancement actually works in any given company and the answers get murky fast. You need visibility. You need an advocate. You need to speak up more. You should stay long enough to build relationships. You […]

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  ERGs in Action

  When the Promotion Roadmap Is Written in Pencil

  Employees often come to ERGs with questions about how careers actually move inside the organization. The wording varies. Some want to know if they are ready for more. Others want to understand which skills and experiences matter most. Many feel like everyone else understands the system better than they do. These are not about insecurity. […]

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  ERGs in Action

  The Case for a 30-Second ERG Explanation

  Here we are, well into 2026, and I found myself wondering how women’s ERGs are doing. As you may know, the conversation around DEI is… complicated. Some companies have pulled back on the language. Others have reorganized programs or folded initiatives into broader talent strategies. So it seemed like a good moment to check in. […]

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  ERGs in Action

  Everyone Supported Them. Someone Else Got the Role.

  Organizations talk about talent. A lot. Managers identify high performers. Leaders mention people they are impressed by. Names circulate in positive ways across multiple conversations. In most companies, it isn’t difficult to find individuals many people believe are already operating above their formal level. So when something limited appears, something only one person will receive, […]

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  ERGs in Action

  When Your Work Leaves the Room Without You

  From the outside, the route looks clear.  Your performance is strong. Projects are getting delivered. Reviews look good. If you were scanning a spreadsheet or a leadership update, you’d assume things are moving exactly as they should. And then your career…stalls? It’s hard to define, because nothing is really “wrong” at work. But somehow, nothing […]

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  Articles

  We Already Know Why Women Leave

  What years of data, conversations, and missed signals tell us about retention Women don’t leave organizations suddenly. They leave because patterns repeat. This shows up year after year in research, including McKinsey and LeanIn’s Women in the Workplace reports, and it shows up just as clearly in Forté’s Career Outcomes data and in our conversations […]

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