Creating an LGBTQIA+ Employee Resource Group: A Step-by-Step Guide

Employee Resource Groups (ERGs) are voluntary, employee-led organizations that promote diversity, equity, and inclusion within a workplace. An LGBTQIA+ ERG provides a safe space for LGBTQIA+ employees and allies to connect, share experiences, and support one another. In this post, we'll outline the steps to create and manage a thriving LGBTQIA+ ERG.

For employees, an LGBTQIA+ ERG provides a sense of community and belonging, allowing them to connect with others who share similar experiences and identities. It also offers support, guidance, and resources for navigating workplace challenges or personal struggles related to their LGBTQIA+ identity. Additionally, ERGs provide opportunities for professional growth, mentorship, and networking, helping employees advance in their careers. Furthermore, an ERG amplifies the voices and concerns of LGBTQIA+ employees, advocating for inclusive policies and practices within the organization.

For employers, an LGBTQIA+ ERG can have numerous benefits. By providing a supportive and inclusive environment, employers can boost employee satisfaction, engagement, and retention. An ERG can also help employers identify and address areas for improvement in their diversity and inclusion initiatives. Moreover, a visible and active LGBTQIA+ ERG can demonstrate an employer's commitment to diversity and inclusion, enhancing their reputation and brand. ERGs can also provide employers with valuable insights and perspectives from LGBTQIA+ employees, driving innovation and business growth. Finally, an LGBTQIA+ ERG can help employers ensure compliance with relevant laws and regulations, such as those related to employment non-discrimination.

So how do you make it happen?

Step 1: Submit a Proposal

Develop a comprehensive proposal outlining the purpose, goals, and objectives of the LGBTQIA+ ERG.
Define the ERG's mission statement and identify potential leadership team members.
Submit the proposal to executive leadership for review and approval.

See Sample Proposal below

Step 2: Build the ERG Foundation

Conduct an online survey to gauge employee interest in joining an LGBTQIA+ ERG.
Establish a leadership team and create a governance structure for the ERG. This could include roles such as Chair, Vice-Chair, and Committee Members, to ensure the ERG's effective operation.
Create ERG Committees: Form committees focused on specific areas, such as events, communication, or community outreach, to distribute tasks and responsibilities.

Step 3: Create Engagement in the Community

Collaborate with other ERGs to promote intersectionality and support diverse initiatives.
Invite Guest Speakers: Invite LGBTQIA+ advocates, authors, or thought leaders to share their experiences and insights.
Organize Workshops and Training: Organize workshops on topics like allyship, intersectionality, and inclusive language.
Plan Social Events: Host potlucks, game nights, or movie screenings to foster connections among ERG members.
Create Volunteer Opportunities: Partner with local LGBTQIA+ organizations for volunteer events, such as Pride parades, charity walks, or community service projects.

Step 5: Work with HR to Create Inclusive Policies and Practices

Inclusive Benefits: Offer benefits like same-sex partner benefits, parental leave, or fertility benefits for LGBTQIA+ employees.
LGBTQIA+-Friendly Workplace Policies: Implement policies like all-gender restrooms, inclusive dress codes, or LGBTQIA+-inclusive language in company materials.
Training and Education: Provide regular training sessions on LGBTQIA+ issues, inclusive language, and allyship for all employees

Sample LGBTQIA+ Employee Resource Group Proposal

Executive Summary

We propose the establishment of an LGBTQIA+ Employee Resource Group (ERG) to promote diversity, equity, and inclusion within our organization. The ERG will provide a safe space for LGBTQIA+ employees and allies to connect, share experiences, and support one another. This proposal outlines the objectives, structure, and benefits of the ERG.

Objectives

Create a supportive community for LGBTQIA+ employees and allies
Promote diversity, equity, and inclusion within the organization
Foster a culture of respect, empathy, and understanding
Provide resources and support for LGBTQIA+ employees
Enhance the organization's reputation as an inclusive and welcoming workplace

Structure

Leadership Team: A chair, vice-chair, and committee members will lead the ERG
Membership: Open to all employees who identify as LGBTQIA+ or allies
Meetings: Regular meetings will be held to discuss topics of interest, plan events, and share resources
Communication: A dedicated Slack channel or email list will be used for communication and updates

Benefits

Increased employee engagement and retention: By providing a sense of community and support, employees are more likely to feel valued and committed to the organization
Improved diversity and inclusion: The ERG will promote a culture of respect and understanding, leading to a more inclusive workplace
Enhanced reputation: The organization will be seen as a welcoming and inclusive employer, enhancing its reputation and attracting top talent
Access to diverse perspectives: The ERG will provide a platform for employees to share their experiences and perspectives, leading to more informed decision-making

Action Plan

Establish the ERG: Secure executive sponsorship and establish the leadership team
Develop a budget: Allocate funds for ERG activities, events, and resources
Launch the ERG: Host a launch event and promote the ERG to all employees
Plan events and activities: Organize regular meetings, workshops, and social events
Evaluate and improve: Regularly assess the ERG's effectiveness and make adjustments as needed

Timeline

Month 1-2: Establish the ERG and develop a budget
Month 3-4: Launch the ERG and promote it to all employees
Month 5-6: Plan and host initial events and activities
Month 7-12: Continue to evaluate and improve the ERG

Conclusion

The establishment of an LGBTQIA+ ERG will promote diversity, equity, and inclusion within our organization, leading to a more supportive and inclusive workplace. We believe that this initiative will have a positive impact on employee engagement, retention, and overall well-being. We look forward to working with management to bring this proposal to life.

As we strive to create a more inclusive and equitable workplace, it's essential that we prioritize the needs and voices of our LGBTQIA+ employees. By following these steps and establishing a thriving LGBTQIA+ ERG, organizations can demonstrate their commitment to diversity, equity, and inclusion.

I encourage all organizations to take the necessary steps to create a welcoming and inclusive environment for their LGBTQIA+ employees. Together, we can build a more just and equitable workplace culture.

Crystal Libby

Founder, Queer Edge Consulting

www.queeredgeconsulting.com

#LGBTQIAInclusion #DiversityEquityInclusion #ERGBestPractices #LGBTQIAEmployeeResourceGroup #QueerInclusion #WorkplaceInclusion #DiversityAndInclusion #EmployeeResourceGroups #LGBTQIAAdvocacy #InclusiveWorkplaceCulture

Internal Resources:

HR Department: Employees can reach out to their HR department for guidance on company policies, procedures, and resources related to LGBTQIA+ inclusion.
Employee Assistance Program (EAP): Many companies offer EAPs that provide confidential counseling and support services for employees.
Diversity and Inclusion Office: Some companies have a dedicated diversity and inclusion office that provides resources, support, and guidance on LGBTQIA+ issues.

Online Resources:

Out & Equal: A national organization that provides resources and support for LGBTQIA+ employees and employers.
LGBTQIA+ Workplace Resources: A comprehensive list of resources and guides for creating an inclusive workplace culture.
The LGBT Network: A national organization that provides resources and support for LGBTQIA+ individuals and families.