Starting a LGBT ERG is an exciting challenge, but being a founder will require time, energy, and courage. Anyone considering forming an ERG should be clear on one question before starting:
Why bother?
The answer is different for many: An ERG can be a means to a variety of ends, such as forming a social or mentoring network, pursuing LGBT-friendly policies like domestic partner benefits, transgender healthcare, improved diversity policies, altering workplace environment to be more inclusive, and/or improving attraction and retention rates.
No matter your ultimate goals, you should ask yourself some important questions as you consider taking action:
- Who do you know who might be interested in spear-heading this initiative with you?
- Are there other ERGs in your company? How did they start, what might you learn from them?
- Were there any previous attempts at forming a LGBT ERG in your organization or are there already informal groups in place? Could you speak with someone who was/is involved?
- Is now the right time to form an ERG? Is there a better time in the near future to hold a first gathering when more people might be able to get involved?
- What are your company’s current diversity policies regarding LGBT people?
An Informal Beginning
Many ERGs start informally with a small group gathering for lunch to speak about issues away from work. In the beginning, growth can be achieved by word of mouth along informal networks. Initial discussions might vary from socializing to brainstorming some larger goals. While some groups remain informal, others may choose to formalize to better organize.
Formalizing
If your informal gatherings have generated some interest and energy, it might be time to move forward. Be sure to build camaraderie and procedural agreements before approaching management with formalization plans. You’ll want this group to be tight and supportive before you move toward a more challenging audience.
Following a Process
Determine your organization’s policy about ERGs and follow any available process. If no group formation process is in place, the Human Rights Campaign recommends the following steps:
- Develop a group mission statement and primary goals, for example:
- To create a more equitable and safe work environment for LGBT employees
- To increase awareness and education of all employees about sexual orientation as a workplace issue
- To increase the retention of LGBT employees
- To work with the organization to include sexual orientation in relevant personnel policies and practices, including offering domestic partner benefits
- To increase employee recruitment within the gay community
- To identify new products/services and marketing opportunities in the gay community
- To provide a network that supports the professional development of LGBT employees
- Draw up a tentative plan to achieve these goals (i.e. a timeline)
- Create a budget and funding plan (in many cases, companies allocate funds to ERGs)
- Develop an organizational structure (Decisions about how to organize will depend on many factors, not all ERGs are organized the same way.)
- Determine a group name
- Design a logo (check your company’s logo trademark specifications)
- Form supportive and informational alliances with other networks, professional organizations, unions, community groups, and other ERGs
Seeking Official Recognition and Approaching Management
Aim to develop a working relationship with management as opposed to employing a confrontational approach.
Make sure to approach management in a manner which complements corporate culture and goals. Many companies respond to a strong business case; consider highlighting retention/attraction arguments, developing an LGBT consumer base, or public and international perception of diversity policies. Individuals tend to respond well to fairness and equal treatment arguments. You might emphasize social responsibility (if in line with company culture).
Stress that you want to help the company be more successful.
Ultimately, it is important to ask yourself, “What am I seeking from management?” Some answers might be:
- Looking for leadership to attend functions
- A higher-up to publicly endorse the ERG
- Urging management to restate their commitment to zero-tolerance discrimination policies
When dealing with skeptical management it is important to:
-
Ask for clarification and explanation on areas of disagreement rather than demanding change
- Benchmark other ERGs within your organization and outside of your organization
- Use comparative tools such as the Human Rights Campaign Corporate Equality Index
- Have management attend a Workplace Summit or participate in Building Bridges training
- Meet with leaders individually
- Seek support from highest levels of the organization, those with the most influence
- Request participation in company’s diversity councils
- Invite high-level ERG members from another company to join in your “ask” meeting
Expect challenges. Whether there is resistance based on religious and moral arguments, concern that the company is promoting a lifestyle, or that a policy challenges the overall diversity initiative, remember to respond to skepticism with anecdotal examples, and always consider LGBT diversity training for top leaders.
The Business Case
Some useful points in making the business case
- Recruiting and training employees is an investment
- The organization will lose an investment when employees aren’t retained due to unsupportive environment
- Uncomfortable employees don’t work as well together
- Diversity is a priority across organizations.
- Being a diversity-friendly environment will help the firm compete.
- Customers and shareholders increasingly want companies to reflect their own diversity.
- Domestic partner benefits create good will and cost little money
- There are many presentations on this topic:
- 2002: Witeck-Combs; Target Solutions Inc.
- 2001: Nass and Guerrero
- 2003: Campbell and Grey; Finkle and Schmitt
- Presentations about research niche markets for your products and services:
- 2001: Combs & Krane
- 2001: Nelson & M
Communications
E-mail, listservs or voicemail are most frequently used. But keep in mind, many of these communication methods are for business purposes only and can be legally monitored. ERG work is often considered legitimate business.
Some suggestions:
- Maintain a group web site or produce a newsletter
- Do not assume to speak for your company on LGBT issues to external sources
- Get a voice mailbox set up by company
- Send a welcome letter to new members
Finding Members
Advertise! Some suggestions for advertising:
- LGBT publications
- Classified ads
- Event calendars
- Posters
- Diversity newsletter or company newsletter
- Displays at events; for example, Pride or June (LGBT history month)
- LGBT publications do features on groups – send out press releases
- Trade journals
- Union newspapers
- Community directory
Other Suggestions:
- Give employee group information to new hires (ask to be included in new hire orientations)
- Join a diversity council
- Contact EAP, management and/or HR for referrals
- Encourage straight allies to join
- Visibility outside of the firm is important
- March in pride event, have table at pride event (with or without company name)
Privacy and Confidentiality
It is important to respect different levels of “outness” in group. Always make sure to cautiously use e-mail (not easily identifiable sender, ambiguous subject headings). Other ways to insure levels of privacy are to keep meetings off site when possible and only send out anonymous mailings.
Meetings and Activities
Keep meetings interesting, ask for feedback, have variety of activities (social and activist – to keep attention).
Some activity suggestions:
- Community activities
- Food drive, tutoring, charity walks, Pride Parade and booths at Pride Events
- Contact college LGBT groups
- Collaborate with other ERGs
- Survey LGBT employees
- Support Staffing Process
- Develop targeted recruiting strategies
- Promote education within the company
- Write articles for company newsletter, participate in company diversity celebrations, sponsor speakers or luncheons on given topics, safe space program
- Train internal facilitators, develop educational programs, compile informational resources/library
- Provide LGBT 101 materials
- Develop a speakers’ bureau
- Put LGBT issues in other diversity trainings
- Hold annual celebrations honoring allies and change champions
Corporate and Community Activism
What are some of the possibilities that arise when an ERG exists?
Some of the rights ERG’s fight for in the workplace are:
- Domestic partner benefits
- Revisions of corporate diversity policies to address LGBT issues
- Transgender issues
- Healthcare
- Trans-friendly environment
- Create structures for managing homophobic behavior
- Train HR
- Grievance procedures
- Be active on local, state, national civil rights legislation
Maintaining Momentum
How do you maintain momentum after your ERG gets started?
- Develop informal leaders
- Develop "Building Bridges" trainers within your organization
- Initiate buddy program for new members
Bibliography and Other Resources
Clardy, C. (1995).
Advice for new employee groups. Retrieved 07/05/2005 from Ford Gay, Lesbian or Bisexual Employees Web site
Conklin, W. (2001). Employee resource groups: A foundation for support and change. The Diversity Factor, 9, 14-23.
Corporate Executive Board. (2000, Sept.). Sexual orientation employee resource groups. Retrieved 07/05/05 from Ford Gay, Lesbian or Bisexual Employees Web site.
Human Rights Campaign. (2004). How to start an employee network group. Retrieved 7/05/2005 from Human Rights Campaign Web site.
Lambda Legal. (2004). Out at work: A guide for LGBT employees. Retrieved 12/23/2004 from Lambda Legal Web site.
Obear, K. (2000). Best practices for addressing issues of sexual orientation in diversity initiatives. Retrieved 12/23/2004.
Out at Work (Or Not). (1996). Organizing around gay/lesbian/bisexual workplace issues. Retrieved 07/05/05 from Out at Work Web site.
Tucson Corporate LGBT Coalition. (2002). Starting and employee GLBT group. Retrieved 07/05/05 from Tucson Corporate LGBT Coalition Web site.
