Storytelling is essential for ERGs — Here’s how to use it

In a world that’s rapidly changing, the human power of narrative has endured thousands of years. "When we go back to cavemen and women sitting around a fire, guess what they did? They told stories,” said Gian Power OBE, CEO, TLC Lions at 2025 ENERGIZE.

Storytelling is one of the most effective tools employee resource groups (ERGs) can use to articulate why they are critical to business. “Our brains are wired to absorb information in a story format... and we do it every day,” shared Power. Stories provide data that ERG leaders can harness to build credibility for inclusion initiatives, drive cultural change, and demonstrate both the measurable and emotional impact of their work.

Why storytelling is essential for ERGs

1. Narrative is a tool for connection and belonging.

"I have a brother-in-law who served two tours, one in Iraq and one in Afghanistan. When he came back to the States, he really struggled with culture and just living, like many of our veterans do. I recall going to our military associate resource group and sharing that concern with a friend of mine, and they said, ‘Hey, you might want to consider your brother-in-law adopting a dog.’ Fast forward—Kirby, the dog’s name—transformed my brother-in-law’s transition into life."

Lucas’ story illustrates how ERGs can be life-changing beyond the workplace. They amplify company culture by embracing lived experiences and creating spaces where employees feel safe to connect and lean into difference. Storytelling creates common ground, fostering empathy and belonging.

“As we share a story, the neurons in their brain start to mirror,” said Power. “We start to feel each other, we start to empathize.” When employees experience inclusion through empathic leadership, it leads to greater productivity, life-work integration, and positive work experiences.

2. Stories can be used as strategic business assets.

“During Black History Month, [our Black collective] had a focus on economic empowerment and the legal barriers faced by Black entrepreneurs. The event didn’t just draw great internal attendance, but it also attracted a lot of prospective clients and community partners, and that really elevated not just the visibility of the ERG beyond their internal engagements, but also brought a lot of engagement and delight to our leadership team.”

-Letecia Rose, Chief Diversity, Equity, and Inclusion Officer, Fasken

Many ERGs have strong examples like Rose’s to show how they make strategic business impact. By combining qualitative feedback with quantitative data, ERGs can craft compelling narratives that resonate with senior leadership.

Leaders can then leverage these stories internally and externally. “At company-wide town halls, leaders have been making a thoughtful effort to recognize the impact that ERGs are having in really key strategic priorities, such as the role that ERGs are playing in helping to support our clinical trial diversity efforts,” said Sini Ngobese, Director - Culture, Inclusion and Experience, Sanofi.

3. Storytelling drives employee engagement and retention.

“For the first time in 2024, we were able to provide engagement and inclusion scores for members of our ERG for a targeted region as part of the annual engagement survey. That data demonstrated higher scores for those that are members compared to those that are not members.”
- Yamatzy De León-Mettee, Employee Resource Group Program Manager, Avery Dennison

One of the most effective ways to demonstrate the value of ERGs is through data-backed, strategy-aligned storytelling. According to Ngobese, “higher engagement is strongly correlated with retention and also with ultimately better business outcomes.”

ERG leaders should use stories, such as why someone chose to stay or how they found community, as indicators of ERG success. “As you report upwards with data and executive summaries, include these stories of impact. These everyday stories might be why someone chose to stay at the company—and you can quantify that in terms of retention,” said Power.

1. Build a story bank.

   Collect and curate stories that show how ERGs have helped employees grow, stay, or lead. Use these stories in executive summaries, dashboards, and campaigns.

2. Train ERG members in storytelling.

   Ensure members know how to share stories safely and effectively. Consider structured formats (e.g., beginning–middle–end, with a clear “so what?”).

3. Use stories to complement metrics.

   Pair engagement data, retention stats, and event feedback with personal narratives to create a compelling case for ERG value.

4. Leverage storytelling for advocacy.

   Use stories to influence leadership, secure funding, and align ERG goals with business strategy.