Supporting EBRG Leaders: The Hidden Tax of Inclusion and How to Build High-Performing Teams
EBRGs drive inclusion and business impact… but their leaders often pay a hidden price. Here’s what happens when support, strategy, and leadership come together.
When I started building The Black Sherpa, I reached out to my network for feedback, advice, and testimonials. The responses were incredible… good, bad, and even a little challenging… but always shared with the best intentions. I sat on much of it for a while, unsure how to use it. Now, I want to share how this feedback is shaping the growth of both me and my company.
One piece of feedback, in particular, stood out and became a catalyst for reflection.
What is an EBRG?
An Employee Business Resource Group (EBRG)… sometimes also called an Employee Resource Group (ERG), Affinity Group, or Business Network… is a company-supported community formed around a shared identity, experience, or interest. EBRGs:
Connect colleagues around common experiences, backgrounds, or passions
Provide a platform for underrepresented employees to have a voice
Support professional development and leadership growth
Drive cultural and business impact by advising on inclusion, talent strategy, and market insights
While they are invaluable for building community and fostering inclusion, EBRGs often rely on passionate volunteers who balance these responsibilities with their day-to-day roles…which can create hidden challenges for leaders and organisations alike.
The heartbeat of inclusion: Why EBRGs matter
Employee Business Resource Groups (EBRGs) are often described as “the heartbeat of inclusion” in large organisations. They:
Build community
Give underrepresented colleagues a voice
Spark meaningful cultural change
But here’s the uncomfortable truth: EBRGs are often underfunded, under-supported, and under-recognised. Leaders pay a hidden tax — investing time, emotional labour, and professional capital on top of their day jobs, with minimal acknowledgement or structural backing.
Yet when EBRGs are well-designed, they deliver undeniable business value: stronger talent pipelines, sharper market insights, and leadership growth that no classroom training can replicate.
Jennifer Dominic’s leadership challenge
That’s why I was honoured when Jennifer Dominic, Global Lead of LEAD at MSD (Merck & Co.), asked me to support her in one of the biggest leadership challenges of her career:
How do you transform a 55-year-old, US-centric EBRG into a truly global organisation that serves leaders and members across 140+ markets… without burning out volunteer leaders or losing the soul of the group?
Jennifer balances day-job impact with a strategic approach to leadership, development, and growth. She also supports and elevates others through her external organisation, WENITE, extending influence beyond MSD.
I have immense admiration for Jennifer’s leadership and the way MSD/Merck commits to EBRGs… providing platforms, resources, and support that allow leaders to thrive while empowering others globally.
Jennifer Dominic | Associate Director of Marketing at MSD UK | Global EBRG Co-Lead at MSD | Founder and Director at Wenite C.I.C
How I supported Jennifer and the LEAD Team
Jennifer gave me a brief: take just 2.5 hours to help over 50 global EBRG leaders feel heard, connected, and equipped to lead the next era.
Here’s how we approached it:
1. Intentional design
We clarified objectives, prioritised what mattered most, and challenged assumptions. Questions like:
“What are we willing to leave out?”
“What does success look like for this group right now?”
helped sharpen the agenda and focus on impact.
2. Creating psychological safety
I opened the session by sharing a personal story to build trust, inviting participants to do the same. In minutes, a room of global leaders moved from polite listening to authentic, vulnerable sharing.
3. Turning frustration into action
Through structured exercises, group challenges, and hackathon-style activities, leaders transformed broad frustrations into clear, actionable problem statements… identifying frequency, impact, and next steps rather than just venting.
4. Actionable outcomes
After the session, I delivered a detailed summary outlining key themes, ownership, and tangible next steps… enabling immediate action and long-term sustainability.
What Jennifer said
“I needed someone who could step into this space with empathy and authority, someone who understood both the language of business and the lived experience of underrepresented professionals. Yam was the first and only person I thought of.”
“On the day, Yam delivered what can only be described as a masterclass in facilitation. He built in minutes what often takes months to achieve: genuine psychological safety. People cried. People connected. And then he guided us from emotion to action, turning frustrations into clear problem statements and practical next steps.”
“Senior leaders who hadn’t previously worked with Yam asked how they could bring him in for their own teams. If you are looking to drive inclusive leadership, strategic culture change, or sustainable talent progression, Yam isn’t just a great choice, he is your differentiator.”
A personal reflection
It was a strange time when I delivered this session. I had already decided to leave my previous role but was working on a project I was wildly passionate about, surrounded by amazing colleagues and empowering leadership. I questioned if leaving was the right decision… there was still an opportunity to stay.
And then came this work.
Supporting Jennifer and her team felt effortless, validating, and deeply aligned with my values. Over the last five years, EBRG leadership has profoundly shaped my journey… giving me a platform to develop skills, tools, and confidence while helping others take the next step. This workshop felt like serendipity: a final, energising boost of confidence before I spread my wings.
Why this matters for organisations and EBRG leaders
Whether you lead an EBRG or a business function, the lessons are clear:
Listening deeply creates clarity and trust
Turning frustration into structured action drives tangible results
Building psychological safety unlocks engagement and innovation
Applying strategy and practical tools ensures sustainable impact
These are the same skills that build high-performing teams, strong cultures, and influential leaders. Supporting EBRGs isn’t a side project… it’s an opportunity to develop capabilities that deliver both human and business value.
Reflective questions
For organisational leaders: How effectively is your organisation enabling EBRGs to deliver both cultural and business impact and what structural support could increase that impact?
For EBRG leaders: How are you balancing the demands of your day job with your EBRG responsibilities, and are you getting recognition and resources for your contributions?
How could the skills developed through EBRG leadership… such as listening, facilitation, and strategic thinking be applied to strengthen high-performing teams across your organisation?
The BIGGER truth
EBRGs unlock talent, strengthen networks, and grow leaders in ways no formal training program can replicate. But without support, they risk burnout and invisibility.
Thoughtful facilitation, structured strategy, and empathetic leadership are essential… and that’s why I’m passionate about helping organisations and leaders realise the full potential of their EBRGs.
Because when inclusion succeeds, everyone benefits.
If this resonates, I’d love to hear from you. Reach out if I can support your organisation, your EBRG, or your leadership development… or share this blog with someone who may value it.
Climb steady.
I’m Yam – Founder of The Black Sherpa
Founder | Strategist | Speaker | Host of The Black Sherpa Podcast
I founded The Black Sherpa to create a world where talent rises on merit and no one’s potential is held back by bias or barriers.
Through bold strategy, storytelling, and our flagship community, The 29k Club - I help professionals grow with confidence and support leaders to build cultures that truly live their values.
Let’s connect and build a future where inclusion powers performance, and leadership reflects the world we serve.