Articles ERGs in Action

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  ERGs in Action

  Mistakes Welcome. Terms and Conditions Apply.

  During a Forté Partner Advisory Council conversation about early career talent, someone said something that stuck with me: “It can really feel as though failure isn’t an option.” I ended up writing about what that means for people starting their careers. If mistakes feel costlier than they used to, when exactly are you supposed to […]

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  ERGs in Action

  After the Meeting

  Lots of great ideas come out of ERG meetings. Members learn new skills, hear different perspectives, and build relationships that often continue for years. But my guess is that some of the most valuable conversations happen right after the meeting ends, when people are waiting for the elevator or walking back to their desks together.  […]

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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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