This article addresses the undercompensation of Employee Resource Group (ERG) leaders within corporate DEI programs. Authored by Culture Amp employees, it argues that despite ERGs being present in approximately 90% of Fortune 500 companies, only around 5% of organizations financially compensate ERG members — a gap the authors frame as inequitable, given that ERG labor disproportionately falls on BIPOC individuals and women of color who already face wage disparities. The article presents a practitioner-oriented 'cheat sheet' of ten questions across financial, legal, and management dimensions to guide organizations in building ERG compensation models. Key evidence is drawn from the authors' internal implementation experience at Culture Amp, alongside referenced practices at LinkedIn, Justworks, Twitter, and Autodesk. Compensation examples include LinkedIn paying ERG co-chairs $10,000 per year and Culture Amp providing $3,000–$6,000 per lead. The article concludes that formalizing ERG compensation is a concrete mechanism for translating stated DEI commitments into organizational practice, while acknowledging that the process involves significant financial, legal, and operational complexity. Key insights: Approximately 90% of Fortune 500 companies operate ERGs, yet only around 5% compensate ERG members, creating a structural gap between stated DEI commitments and material recognition of ERG labor. The burden of ERG labor disproportionately falls on BIPOC individuals and women of color, meaning uncompensated ERG structures can reinforce existing wage inequities rather than counteract them. Compensation models vary significantly across organizations — Culture Amp uses a fixed-fee model ($3,000–$6,000 per lead), while LinkedIn pays co-chairs $10,000 annually — indicating no standardized industry approach has emerged. Practical takeaways: Organizations implementing ERG compensation face cross-functional complexity requiring alignment across finance, legal, HR, and management — a ten-question framework covering these domains is presented as a structured starting point. ERG lead compensation can take multiple forms beyond direct salary increases, including professional development access, stock options, mentorship, and conference budgets, allowing flexibility based on organizational constraints.