In this episode, Michelle Redfern is joined by Amal Yusuf from Delta Airlines to discuss what it really takes to run a women’s Employee Resource Group (ERG) that delivers impact.
Too many ERGs are treated as social clubs or passion projects. Amal brings a different perspective. She shares how high-performing ERGs operate as strategic leadership vehicles, influencing culture, talent outcomes, and organisational priorities rather than sitting on the sidelines.
This is a practical conversation about power, positioning, and responsibility. It is relevant for women leading ERGs, executives sponsoring them, and organisations serious about gender equity beyond symbolism.
In this episode, we cover
What differentiates high-impact ERGs from well-intentioned but ineffective ones
The role of leadership accountability and executive sponsorship
How ERGs can influence talent pipelines, progression, and retention
What women ERG leaders must stop doing for free
How organisations misuse ERGs and what leaders need to change
Who this episode is for
Women leading or considering leading an ERG
Senior leaders sponsoring employee networks
HR, DEI, and people leaders responsible for inclusion outcomes
Organisations that want ERGs to contribute to strategy, not just morale
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