A Network of Support: Empowering LGBTQ+ Resource Groups
Tyler Young, ED&I Generalist, Syngenta
As our world becomes more diverse and awareness of our diverse lived experiences broadens, more organizations are appreciating the material benefit that investing in diversity, equity, and inclusion (DEI) can have for their business and internal workplace culture. And many businesses have attested that a critical element to a successful DEI strategy are Employee Resource Groups (ERGs), also known by other names such as Business Resource Groups (BRGs). Originally flowering out of the identity-based movements of the 1960s and 70s, resource groups are voluntary, employee-led groups within organizations that create space for employees of various identities to find support, share their experiences with others, and to amplify professional development and networking opportunities.
Traditionally, ERGs have focused on the experiences of historically underrepresented identities, such as racial minorities, and in 1978, Hewlett Packard made history by being the first to establish an LGBT ERG, PRIDE. Ever since, many companies (such as Amazon, NBC, Microsoft, American Airlines, Home Depot, and more) have found that having an LGBTQ+ resource group has been an integral tool to fostering a workplace where queer employees feel a sense of belonging. This becomes evident when one considers that roughly one-third (37.7%) of employees who identify as LGBTQ+ report having experienced at least one form of workplace harassment because of their orientation or gender identity. The fact is, discrimination of various degrees is still a reality in professional and personal spaces; resource groups provide a platform for LGBTQ+ identified employees and allies to have their voices heard, and to share their experiences with those who hope to learn more.
It’s true that launching and sustaining a new resource group requires buy-in and support from both employees and leaders. It’s also true that there are those who pushback on DEI initiatives internally and externally, especially against practices centered around supporting LGBTQ+ communities. However, despite these challenges, businesses should keep the following benefits in mind:
Data shows that there is a direct relationship between increasing employee retention and the sustained presence of employee resource groups. A workplace culture where all are valued and respected means increased job satisfaction and productivity.
ERGs help educate non-LGBTQ+ employees and leaders about the challenges faced by those in queer communities not only in the workforce, but also in our customer bases and personal relationships, thus increasing empathy and stronger outreach.
ERGs help businesses demonstrate their organizational values of diversity and inclusion. This positive impact on the organization’s brand directly leads to a stronger reputation with customers, clients, and potential candidates.
Additionally, whether your organization is in the early stages of starting an employee resource group or is looking to strengthen one that is already in place, here are a number of elements to keep in mind to ensure cohesion and mitigate risk:
Consider both what your organization’s policy is toward employee-led groups and if there is already a process in place for starting a new resource group. Work with your organization’s DEI team and/or Human Resources team to identify stakeholders and gatekeepers who will need visibility—and those whose support as potential Executive Sponsors will be essential.
Having a mission statement and both short-term and long-term goals for your resource group is essential. If you are not sure where to start, consider your organization’s current LGBTQ+ related policies, and leverage resources like the Human Rights Campaign. However, the key to a strong ERG strategy is to ensure alignment with the organization’s broader business strategy. This will ensure both productive programming and will make it harder for critics to derail the group’s efforts.
Emphasize that your ERG is open to all employees, regardless of how they may or may not identify. The first reason why this is important is because of how essential allyship is to any DEI initiative in the workplace. Next, open membership is essential to an intersectional lens to DEI work, which addresses the complex ways that different identities result in unique lived experiences. Finally, and importantly, this ensures compliance with your organization's anti-discrimination policies.
If you feel like you need additional tools to support your business as it leverages ERGs in support of your DEI strategy, that’s okay! Organizations like the Cultivating Change Foundation are committed to working across the ag industry to provide leadership and professional support for LGBTQIA+ agriculturalists and allies ready to learn, and their network of partners means a vast pool of best practice insights for ensuring successful ERGs. Cultivating Change connects with companies through their annual summit, regional caucuses, industry events, and other impactful touchpoints and relationship-building opportunities. Click here to learn more about how your organization can leverage the Cultivating Change Foundation today.