Feeling left out at work? Tired of just being an Ally?
Here's the answer to your exclusion at work. Found a Christian or Family Values ERG.
In 2017, I remember somewhat benignly the beginnings of the “employee resource groups” at my company. The first four focused on being a woman at work, the African American experience, the Asian experience, and the LGBTQ experience. These were followed in quick succession by a group focused on working with a disability(ies), veterans at work, the Hispanic experience, and finally the Climate Emergency “experience” at work. And we did some really fun things.
I must admit, it wasn’t all bad, from a half-naked professional Bollywood dancer at a Diwali festival one year, to sponsoring the Special Olympics World Cup, to doing some incredible volunteer activities, we did some great things as a company. And initially, these groups brought us closer as a company. It seemed like a good way to bring people together. In my own experience, I put together the “feeding of the 400” and held an amazing employee event where we cooked pancakes themed for each group for each other at work and grew closer.
I’m betting that many of you noticed these groups appear In your own company. I can’t say for sure when it happened, but, suddenly, as a gay person, who had a group, I began to ask, where’s the group for Christian values? Where is a group for, and I’m just going to say this, hardworking American men and women? For Christian’s? For people who have families? For straight white men and women?
Where’s the group for people like me?
On principle, the idea of employee groups is not new, nor particularly nefarious. Humans are social creatures; we tend to group ourselves. In fact, I’d argue that the great majority of the founding members of these corporate and non-profit organizations were and remain genuinely committed to creating greater inclusion. That said, the culture wars have changed, and with them, so too have these groups. As a Christian, a Gay man, and an American, I’ve seen the power and influence they wield at corporations, government agencies, and the like. I believe it is time that we take a page from the playbook of the leftists and start to ensure our values rise to the top of the companies for whom we work.
How, you say, well, let’s organize… Let’s create some “safe spaces” for red blooded Christian Americans… Let’s remind our executives that we are the life blood of OUR organizations. And, if you’re willing to follow the guide I’m going to share with you, not only can you bring sanity to your organization, but your professional profile will be raised, and YOU will get access to senior executives and a platform to influence the course of that company.
My fellow Americans, it’s time to MAKE OUR VOICES HEARD!
First point, you don’t have to be the alphabet group or racial or ethnic group “du jour” to set up your own affinity group at your workplace. Remember, we deserve to be heard and to commune with likeminded colleagues in the same manner as others. So, why not take this opportunity to build relationships, and structures within our organization that combat the institutionalized bias that these other groups are now advocating?
Second point, all you need to get started are a couple of likeminded individuals and an executive sponsor (Director level or higher usually will do it) and a clear mission statement.
Third point, these groups fail if they are viewed as political, so, you need to find common ground that transcends politics. And I’ve developed a little guide that you can use to set up an ERG at your workplace.
Fear not, you will not be a martyr if you follow this simple “how to” guide and share your feedback and experience so that others can learn from your successes, and I can improve it based on the challenges you encounter.
Your homework this week
Get to work on the first two steps in the process. We’ll cover the rest each week until YOU have founded a group at your company that will support YOUR VALUES.
Step 1: Find your organization’s policy for the setting up of affinity groups / employee resource groups, etc. Below is a definition from Gartner that you can use to search your company’s intranet. Most likely you’ll find this in your employee handbook, and many large organizations publish it on their DEI homepage.
Gartner’s Definition: An employee resource group (ERG) is a voluntary, employee-led diversity and inclusion initiative that is formally supported by an organization. ERGs generally are organized on the basis of common identities, interests, or backgrounds with the goal of supporting employees by providing opportunities to network and create a more inclusive workplace. Organizations use many naming conventions to refer to ERGs, such as business resource groups, affinity groups, inclusion resource groups or network groups.
Step 2: Read your organization’s policy and understand the requirements. (See inserts for some common things you might need and examples of mission statements, proposal PowerPoint decks, etc.)
Come back over the next few weeks where I’ll walk you three the remaining steps and provide you some templates, “How To’s” and advice so that you too, can be part of a group of likeminded colleagues at your workplace.
A preview of the next steps in the process:
3. Gauge employee interest.
4. Get executive buy-in.
5. Define the group’s mission.
6. Recruit members.
7. Host a Kick-off meeting; and,
8. Maintain organizational support.
References:
Tanenbaum Report on Religious ERGs – https://tanenbaum.org/wp-content/uploads/2014/08/Tanenbaums-2014-Report-for-Corporate-Members.pdf