At FOLX, we know that creating inclusive workplaces doesn’t happen by accident. It takes commitment. It takes creativity. It takes care.
During Pride Month, we brought together ERG leaders from across industries to share how they’re showing up for LGBTQIA+ employees in the face of increasingly hostile social and political climates. The panel included:
- Reid Whyte (they/them) from Human Rights Campaign
- Jeff Giordano Martinez-Fonts (he/him) from Sally Beauty
- Honz Williams (she/they) from Olo
- Deryk Frole (he/him) from Greif
- Hosted by Haley Everheart (she/they), VP of Marketing at FOLX
From multinational corporations to growing startups, one thing was clear: the work of ERG leaders is essential—and evolving. Here’s what we learned from this energizing, heart-forward conversation.
1. Start with People, Not Politics
While the external landscape is loud and often overwhelming, ERG leaders are tuning into something quieter but more important: what their people need right now.
“Our job isn’t to respond to the political environment—it’s to respond to the needs of our people,” said Haley Everheart. “And those needs have shifted.”
At Sally Beauty, that shift meant moving from pure celebration to deeper support. This year, their Pride programming leaned into education and mental health resources. “We wanted to make sure every single employee, no matter how they identify, felt seen, heard, and supported,” shared Jeff.
At Olo, Honz and her co-lead are building liberation through joy. Their focus? Creating low-lift, joyful experiences like a Pride playlist jam session and their annual voguing workshop with a legend from the ballroom scene. “Let’s get paid to be queer for 30 minutes,” Honz laughed. “It’s healing.”
2. Get Creative. Get Scrappy. Get Joyful.
Every ERG lead on the panel agreed: meaningful programming doesn’t have to mean big budgets.
“I always tell people—be scrappy,” said Honz. “You can do so much with free resources and shared time. Paint-and-sip events, community playlist-making, letter-writing with orgs like SAGE. Queer folks are creative—we know how to make magic with what we’ve got.”
Reid from HRC reminded us that even in deeply mission-driven orgs, ERGs can carve out critical space for internal reflection. “We’re all doing advocacy work externally,” they shared, “but we also need to hold space for each other internally to rest, reset, and reconnect.”
Whether it’s a field trip to the National Museum of African American History or a quiet Zoom lunch and learn, the goal is connection—and intention.
3. Make the Business Case: Retention Is ROI
Let’s be real—getting buy-in for ERG work can feel like an uphill climb. But it shouldn’t be. The data speaks volumes: engaged employees stay longer.
“If you’re building a business case,” Jeff advised, “look at employee retention rates. People involved in ERGs tend to stay longer. It costs more to replace talent than to nurture it.”
At Greif, a global packaging company, Deryk echoed the same: “Tie your ERG back to a strategic value. That might be employee engagement, internal culture, or brand reputation—but frame it as a value-add, not just an advocacy arm.”
And at HRC, when their trans and gender-expansive staff group identified a need for clearer policies around transitioning at work, they teamed up with HR to create a new support and accountability policy—reducing harm and increasing confidence across teams.
“Your ERG has power,” said Reid. “Don’t underestimate it.”
4. Executive Buy-In Starts with Exposure
Culture shifts happen when leadership sees, listens, and participates. But it doesn’t have to mean one more meeting.
“Invite execs to your events,” said Jeff. “Let them witness the impact. Don’t make it about doing extra work—make it about being in community. That’s where buy-in starts.”
Olo uses this same strategy, partnering with executive sponsors and encouraging consistent, visible support. “Our job is to stay consistent and keep showing up,” said Honz. “We’re not just a club. This is community.”
5. Pride Is More Than a Campaign
This year, many LGBTQIA+ organizations and Pride events have reported a sharp drop in funding and corporate support. But as Haley pointed out, the LGBTQIA+ population is only growing—especially among younger generations.
“Every person in your organization works with or loves someone in the LGBTQIA+ community,” Haley said. “When we support LGBTQIA+ folks, we support everyone.”
At Sally Beauty, Jeff made it clear: they’re not pulling back. They’re doubling down—with more sponsorships, more events, and more intentionality. “This isn’t a campaign,” he said. “It’s who we are.”
One Last Word From Our Panelists
To close out, we asked each ERG leader: What’s one piece of advice you’d give someone running an ERG right now?
Here’s what they said:
🗣️ “Listen to your people.” – Jeff
💡 “Start small. Consistency and connection go a long way.” – Deryk
🎨 “Be creative. Be scrappy. Use what you’ve got.” – Honz
🧠 “Leverage your community. You already have the answers in the room.” – Reid
ERG work can feel invisible. It can feel thankless. It can feel like a second job. But it matters. You’re creating safer workplaces, celebrating queer joy, and planting seeds of change that ripple out far beyond your office walls.
At FOLX, we’re honored to support this work and offer healthcare that affirms every LGBTQIA+ person—because we know our community deserves more than bare minimums. We deserve healthcare (and workplaces) built for us, by us.
💬 Want support in bringing inclusive healthcare benefits to your company?
FOLX Health offers employer packages that center LGBTQIA+ well-being. Let’s talk.
