Get Tips for Working with HR, Legal, and Communications

Why This Matters

Civic work inside companies requires clarity and care. Many ERG leaders want to support their teams but worry about crossing a line or surprising leadership. This guide helps you build calm, steady partnerships with the people who help your work stay grounded and aligned with company expectations.

You do not need complex rules to do this well. You just need to keep a few simple practices in mind.

Who to Loop In

Start with the people who help shape employee experience and company culture. Most ERGs include at least one of the following partners:

Human Resources: HR helps ensure that your work stays aligned with employee policies, culture, and expectations.

Legal or Compliance: Legal teams help confirm what is considered nonpartisan and make sure your work stays within company guidelines.

Corporate Communications or Internal Communications: Comms partners help you keep language clear and consistent. They can also share approved phrasing you can use across channels.

Your ERG Executive Sponsor: This person helps you build executive confidence and navigate internal questions that might arise.

You don’t need all of them for every step. You only need the right person at the right time.

When to Ask for Approvals

Use this simple rule:Ask for alignment before you communicate something new and before you host anything with wide visibility.

Moments that do benefit from quick review:

• Your first ERG message about civic engagement
• A new resource or link you want to share widely
• An event, lunch and learn, or activation you plan to host
• Any conversation or training that feels sensitive
• Any company wide invitation

Moments that usually don’t require review:

• Sharing a trusted voting resource inside your ERG channel
• Reminding people about key dates
• Using materials that have already been approved

Approvals don’t need to slow you down. They keep your work safe and steady.

How to Navigate Leadership Hesitation

Leaders often hesitate because they want to:

• avoid anything that feels political
• protect culture
• ensure clarity
• reduce risk

You can reduce this hesitation by being proactive and simple.

Lead with purpose. Stay nonpartisan. Keep it simple.

When leaders understand that your work has the following benefits they almost always support it.

• reduces employee confusion
• strengthens trust
• lowers stress
• stays far from political advocacy

How to Avoid Triggering Internal Politics

You can set a calm foundation by doing three things:

• Use neutral, factual language. Stick to “how to participate,” not “who to support” or “what to believe.”

• Focus on employee well being. Frame your work as clarity, support, and confidence.

• Create simple guardrails. For example: “Our ERG shares nonpartisan resources so employees can participate with confidence. We do not debate issues or candidates.”

These practices keep discussions steady and predictable.

A Simple Email Template for Alignment

Use this when you want to loop in HR, Legal, Comms, or your executive sponsor.

Subject: Quick alignment on our ERG civic education plan

Hi [Name],
Our ERG is preparing to share a few simple and nonpartisan civic resources to help employees feel more informed and supported this election. Our focus is clarity, confidence, and calm. We will not engage in any political advocacy or discussions about candidates or issues.

Here is what we plan to do:
• Share a few approved resources that explain key dates and how to participate
• Offer one short event that helps employees find trustworthy information
• Keep all conversations grounded, respectful, and nonpartisan

Please let me know if you have guidance or preferred language you would like us to use. I want to make sure our work stays aligned with company expectations and supports employees in a helpful way.

Thank you for your support,
[Your Name]
[ERG Name