You don’t need a big budget to build an LGBTQ+ employee resource group that feels active, welcoming, and worthwhile. In fact, some of the most meaningful ERG programming can be remarkably simple: creating space for conversation, helping colleagues learn from one another, sharing useful resources, or finding small ways to show up for the LGBTQ+ community.
And if you’re an ERG leader doing this work on top of your actual job, we know there’s another resource that can be in short supply: time.
So, whether your ERG has no dedicated programming budget, has already stretched its Pride Month dollars as far as they’ll go, or simply needs some fresh ideas for the rest of the year, here are 10 activities you can organize with little to no cost.
Choose a book, documentary, podcast episode, article, TV episode, or other piece of media created by or centered on LGBTQ+ people.
You can make this as structured (or as casual) as your group wants. Share something short for everyone to watch or read before a meeting, host a monthly discussion, or create a dedicated Slack or Teams thread where people can share recommendations throughout the year.
Try discussing: What resonated with you? Whose perspective was centered? What challenged something you previously believed or understood?
There’s a good chance your colleagues collectively know about some great LGBTQ+ resources. Bring that knowledge together!
Invite people to recommend LGBTQ+-affirming healthcare providers, community organizations, businesses, books, podcasts, support groups, faith communities, or other resources they’ve found helpful. Then, compile the recommendations into a shared document your ERG can continue adding to throughout the year.
(One important note: particularly when sharing healthcare, legal, or other professional resources, make clear that inclusion on the list is a community recommendation rather than an endorsement from your ERG or employer.)
Queer and trans history is much bigger than the handful of names and events that tend to get highlighted during Pride Month.
Invite colleagues to bring something that connects them to LGBTQ+ history or culture: a book, photograph, album, pin, piece of art, news clipping, or even just a story they’d like to share. This can create opportunities to learn about LGBTQ+ history through one another without asking anyone to disclose deeply personal experiences.
You don’t necessarily need an outside facilitator to start talking about the everyday language that helps people feel respected at work.
Your ERG might explore pronouns, gender-neutral language, or assumptions we make about coworkers and their families. You could also roleplay common scenarios, giving colleagues a chance to practice what to do if they witness someone being misgendered, or if they accidentally use the wrong name or pronouns themselves.
LGBTQ+ people don't experience their identities in isolation. Our communities include people of every race, disability status, faith, age, family structure, and cultural background.
Consider partnering with another ERG for a conversation about those intersections.
Your LGBTQ+ and Parents ERGs might discuss supporting families with LGBTQ+ children. Your Disability and LGBTQ+ ERGs could explore accessibility and belonging. Your Black or Latine ERGs might collaborate on a discussion highlighting LGBTQ+ leaders and history within those communities.
You’ll share the work of organizing the event while giving both groups a valuable opportunity to learn from each other.
Sometimes an hour together can make a meaningful difference for someone else.
Through Point of Pride's letter-writing program, your colleagues can write handwritten messages of love and encouragement that are included in care packages sent to trans people.
All you need are some basic supplies and a little creativity. It works fantastically as a standalone in-person gathering, an activity during an existing ERG meeting, or even a remote volunteer opportunity.
Keep the focus on simple messages of encouragement, affirmation, and trans joy. A few kind words can mean more than you might imagine.
Invite LGBTQ+ colleagues to talk about their career journeys and what they’ve learned along the way. Consider questions like: What helped you feel supported at work? What advice would you give your younger self? What has helped you grow as a leader? What does an affirming workplace look like to you?
If possible, invite employees from different roles, departments, and levels of seniority. Seeing multiple paths through an organization can be especially meaningful for LGBTQ+ employees earlier in their careers.
And, of course, participation should always be voluntary. No one should feel pressured to share personal information or represent an entire community.
Partner with your HR or People team to walk through the policies, benefits, and resources available to LGBTQ+ employees. What support already exists? Do employees actually know about it? Where might there be gaps?
You might start by looking at healthcare benefits, family-building support, parental leave, gender transition guidelines, dress codes, restroom policies, name-change processes, or how LGBTQ+ inclusion appears in employee resources.
The goal doesn't have to be finding everything that's wrong. It's about helping your colleagues better understand what's available to them, as well as identifying opportunities to make your workplace even more affirming.
Not every ERG gathering needs a presentation, panel, or educational objective.
Consider hosting a guided journaling session around themes like joy, chosen family, resilience, rest, or belonging. Lead a short meditation or grounding exercise. Put together a collaborative LGBTQ+ music playlist. Or simply create an optional virtual coffee hour where people can connect.
Community-building is programming. Your colleagues experiencing joy and connection together is every bit as valuable as a formal educational event.
There are LGBTQ+ awareness and visibility dates throughout the entire year, from Transgender Day of Visibility and International Asexuality Day to Nonbinary Awareness Week, Bisexual Awareness Week, LGBTQ+ History Month, Trans Awareness Month, World AIDS Day, and many more.
You don't need to build a major event around every one of them. (Please don't. ERG leaders need rest, too!)
Instead, use a few dates as opportunities for smaller moments of engagement. Share a resource in Slack. Highlight an LGBTQ+ leader. Ask a thoughtful discussion question. Invite colleagues to learn about a part of the community they may know less about.
A consistent rhythm of smaller, thoughtful moments throughout the year can often be more meaningful than putting all of your energy (and budget) into Pride Month.
A strong ERG isn't defined by how many events it hosts or how much money it spends. What matters is creating opportunities for people to connect, learn, feel supported, and contribute to a workplace where LGBTQ+ people can thrive.
Start with what feels manageable. Try one idea out, and Ask your members what they found valuable. Build from there.
And if staring at a blank calendar is still making you wonder, Okay, but what are we supposed to do next month?—we've got you.