I would like to start an internal women’s initiative group at my company but I’m not sure my boss will be supportive given I already have a heavy workload. How can I convince her otherwise? I’ve been part of an ERG before and found it helpful personally, but I’ve never been a volunteer or leader. Any suggestions?
Starting an internal women’s initiative group (also commonly referred to as an Employee Resource Group or ERG) is a great way to support professional growth, build a stronger network and create opportunities for leadership development. Since you’ve already experienced the benefits of an ERG as a participant, you understand its value firsthand. But with a demanding workload, you’re right to consider whether taking on a leadership role is feasible–especially if your boss isn’t immediately supportive.
The key to gaining your boss’s buy-in is to position the initiative as an asset to the company rather than an additional burden on your time. Here’s how you can frame your case:
1. Align the initiative with business goals.
Executives are more likely to support initiatives that directly contribute to organizational success. Instead of presenting the ERG as a side project, demonstrate how it will:
Support retention and talent development: Women's ERGs help companies develop and retain top talent, particularly in industries like convenience retail, where leadership pipelines often lack gender diversity.
Improve employee engagement and productivity: Employees who feel supported and connected to their peers tend to be more engaged and perform better.
Drive business outcomes: Diverse teams are proven to foster innovation and improve decision-making, making this a strategic advantage for your company.
2. Position the ERG as a solution, not an extra task.
Your boss may be hesitant to support the initiative if they see it as additional work for you. Reframe it as an opportunity rather than an obligation.
Leverage a team approach: Instead of taking everything on yourself, structure the ERG with co-leads or a steering committee to distribute responsibilities.
Build in executive sponsorship: Secure a senior leader as an advocate to help champion the group and provide visibility.
Set clear, achievable goals: Start small with focused initiatives like quarterly networking sessions or mentorship programs rather than an overwhelming list of commitments.
Explore external ERG resources and tools to help manage your efforts. As an example, Leading NOW’s Toolkit for Volunteer Leaders provides a comprehensive and affordable way to execute an ERG with structure and guidance over the course of a year.
3. Emphasize leadership development and career growth.
ERGs aren't just about networking—the serve as incubators for future leaders. If your boss is concerned about your workload, highlight how leading this initiative will strengthen your leadership, project management, and strategic thinking skills—skills that benefit both you and the company.
Additionally, volunteer leadership within an ERG can help develop a pipeline of future women leaders internally, reducing the need for external hiring in the long run.
4. Engage male allies and cross-functional support.
Gender equity is a business issue, not just a women's issue. Invite male colleagues and leaders to support the initiative to build a more inclusive and widespread effort. This also helps alleviate concerns that the ERG is a niche effort rather than a strategic business tool.
5. Make the business case for sustainability.
A well-structured ERG shouldn't depend on one person. Set up a framework for succession planning and sustainability so the initiative continues even if your workload shifts. This can include mentoring newer employees to take on leadership roles within the group, creating a structure where leadership rotates to prevent burnout and tracking and reporting progress to show the ERG's impact.
Your Next Steps
1. Schedule a conversation with your boss and frame the initiative as a business strategy, not an extracurricular activity.
2. Identify potential executive sponsors who can help support the group.
3. Gather a small team to share leadership responsibilities and reduce individual workload.
4. Start with a clear, simple initiative such as hosting a guest speaker who can speak about current business initiatives to build momentum.
When you position this initiative as a solution rather than extra work, you'll not only gain leadership support but also set the foundation for a sustainable and impactful ERG group. Good luck!
To Submit a Question
If you have a question for Julia, simply submit your question to julia.lazzara@leadingnow.biz. While we can’t promise she will be able to answer all of the questions she receives, our goal is to provide you with the insights and advice you need to have a successful career.
Julia Lazzara is the president of Leading NOW, an organization shaping the future of workplace dynamics by advocating women’s advancement and engaging male allies to bring gender balance to leadership. Leading NOW is a founding partner and educational content provider for CSP’s C-Store Women’s Event (CSW). Reach her at julia.lazzara@leadingnow.biz.
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