What does your company's DE&I strategy look like?

Not mom related, but work related, so I'm hoping that's close enough for some advice.

My company is going through a carve out from a much larger parent company. Our former parent company had a very strong DE&I policy with very active Employee Resource Groups (ERGs). I'm part of a small (extracurricular) group tasked with reestablishing our ERGs and outlining our new DEI strategy. One of the things we're struggling with is the change in size - our ERGs were very active before because we had the people to make it happen - over 50k employees. Now we're 1/10th that size and we don't want to over commit, but we also don't want to lose momentum. We also don't want to have tunnel vision and just recreate "what we had before"

So I'm here to ask - what does your company's DE&I strategy look like? Do you have resource/networking groups? For what groups? What do you like about the strategy? What would you change?