Pride Month is just around the corner! And while it’s important to look back and celebrate the accomplishments of the LGBTQIA+ community thus far, it’s also a reminder of the work left to do—especially for allies of the community.
Over the past few years, many companies have made commitments around diversity, equity, and inclusion (DEI), but the unfortunate reality is that nearly half of all LGBTQIA+ employees report staying closeted at work. When employees feel as though they can’t be their true selves while on the clock, it quickly leads to issues across all pillars of wellness. So what’s the solution?
Policies are essential, but they can only go so far in creating a comfortable atmosphere. That’s where employee resource groups (ERGs) come in, providing critical on-the-ground peer support that not only fosters inclusivity and belonging, but also increases employee engagement, cultural awareness, and connection.
An employee resource group, also known as a business resource group, is a voluntary program designed to build employee connections around a common interest or shared identity. This sense of community and support is especially important for underrepresented groups, such as LGBTQIA+ members, Black employees, Asian American employees, and those with disabilities.
But ERGs aren’t limited to these groups either; some companies offer programs focused on career development, such as a Young Professionals ERG. No matter the unifying factor, effective ERGs are about supporting each other because of our differences—not despite them.