This past summer, AIChE’s LGBTQ+ & Allies Community held a panel discussion with representatives from several AIChE sponsors with LGBTQ+ focused Employee Resource Groups (ERGs). Catalyst.org defines an ERG as “voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives (1).” The purpose of this session was to examine the development, sustainment, and keys to success of ERGs and offer support for those throughout the Institute looking to set up one of their own or supercharge their current effort.
Joining us for the panel were Stephanie Brittos (Air Products), Michael Deal (ExxonMobil), and Rose Dillon (Chemours). The Community also held a closed talk in April, where these three representatives were joined by Beverly Douglas (BASF), T Karaborni (3M), Matthew Kita (Eastman), and Greg Parker (DuPont).
The LGBTQ+ & Allies Community held these sessions under a “Chatham House Rule” arrangement. As part of this, we can share the information we received, but neither the identity nor the affiliation of the speakers may be revealed that would connect them with any particular statement. This was done to encourage an open dialogue. As a result, companies will not be explicitly identified with any particular statement throughout this article. Below are some key takeaways from the panel.
Align the ERG’s mission with senior management’s goals
The panelists first emphasized the importance of senior management’s involvement in both the creation of and the continuing support for LGBTQ+ focused ERGs. This usually starts with a strong and clear business case that articulates the need for an ERG. Panelists recognized their ERG needs to enhance the company’s employees in some way while demonstrating business impact.
One panelist saw their mission as providing value and connection for their membership. Another placed heavy emphasis on their ERG being a place for safe learning, listening, and teaching. A third found emphasizing belonging and connections could help their business retain talent and connect with their community. In general, emphasizing positives won over management.
Whatever your reason may be, you can find ways that an ERG will support your business.
An LGBTQ+ ERG can attract strong LGBTQ+ talent
LGBTQ+ ERGs have been recognized as a strong recruiting tool. One panelist found being visibly inclusive has helped their company compete for the best candidates from groups who might not have otherwise considered the company. Another described participating in STEM and management LGBTQ+ events as providing benefits that enhance recruiting efficiency, the ERG, and the company. Their simple reply to the question of “Why do we need to hire more LGBTQ+ employees?” is, “We want to hire the best, and we need to make sure we’re not excluding from consideration those who are LGBTQ+.” This helps enhance the business case and provides new avenues to identify and recruit top talent.
Strong ally engagement helps everyone
Panelists recognized allies as extremely important for helping to create a welcoming and comfortable atmosphere within a company. This environment helps all employees in the company, especially LGBTQ+ individuals, who want to bring their whole selves to the workplace.
To engage allies and others within the company, LGBTQ+ ERGs have created tools like presentations and trainings to help bring co-workers onboard and up to speed. One company provides magnets and stickers to help show their support of allyship and inclusion, which have the benefit of enabling allies to discuss issues comfortably with peers. Another explained how ally stickers has helped bolster confidence in gender-affirming transitions. In these and many other ways, allies serve as strong advocates for the LGBTQ+ community.
Other ERGs can provide mutual support and resources
Companies are not limited to one ERG. There are ERGs for women, Latinx, African-Americans, veterans, young professionals, and other groups. Companies have found there is strength in mutual support using the richness of intersectionality.
Cross-promotion works for many reasons. Employees have shown they want to become better allies and are willing to take part in activities if the activity is there. One speaker described their company as developing a set of a training with a goal of building a common diversity language throughout the company while offering employees the opportunity to earn an “Inclusive Network” badge. Another uses their ERG network to help under-networked employees with mentoring. Building a common language between employees has shown to be a great benefit to their firms.
Rural sites present unique challenges and opportunities
Multiple panelists discussed the challenges in engaging employees at manufacturing sites. Some of these locations may be disconnected from headquarters or offices. Furthermore, panelists recognized a spectrum of LGBTQ+ knowledge at these locations. Manufacturing sites are often found in small towns and rural communities, which can provide unique challenges. For example, if you are out at work, you are likely out everywhere.
Panelists found opportunities in these challenges. Some saw their ERG serving as a vehicle to help create a more welcoming workplace and community. Others utilized ERG-sponsored trainings that helps open doors and allows personnel at plants to learn in a way that is comfortable for them. Another elaborated on the importance of going further, describing how their firm developed a multi-site network to increase communications and to give manufacturing sites needed support, guidance, and encouragement.
One company described three keys for success at manufacturing locations. First, they developed strong internal leadership and senior management allyship. Second, they focused on how their ERG enhances the safety culture. Messages like “We take care of each other,” “We are all on the same team,” and “If you see something, say something” imply the importance of inclusion. ERGs have played a vital role in making sure every voice is included in those conversations. Finally, because interpersonal bonds are so important, they found it essential that local employees lead and speak for their ERG section. They found the alternative to that is an initiative imposed by management with little buy-in from the plant. By doing these things, our panelists have made positive impacts at their manufacturing sites, in their communities, and throughout their company.
ERGs promote healthy work-life balance
Multiple panelists discussed the importance of work life balance as a reason why people join ERGs. One eloquently described the measure of work life balance at the company as a bellwether for LGBTQ+ inclusivity. In short, having an ERG emphasizes the flexibility of their company.
Sustaining ERG momentum requires innovation and flexibility
Like any group, maintaining momentum over time takes skill. At first it is easy because there is energy in setting and accomplishing new goals. However, once a goal is achieved, it is necessary to reenergize periodically to create even more visibility and ally involvement.
It should come as no surprise that ERG missions are constantly evolving. Several companies switched to virtual meetings and trainings during the pandemic. Other ERGs have developed into a source of allyship and support for parents with LGBTQ+ children.
Whether an ERG works to increase community support for diverse family members, gives a signal that like-minded employees will provide support, or develops a chapter launch kit to promote visibility at locations throughout the world, ERGs continue to innovate and find new opportunities to help engage and strengthen their companies and communities.
Summary
An ERG is a valuable tool for helping members of the LGBTQ+ community to be able to be their authentic selves at work. Creating a positive and welcoming environment has enabled people to come out, create more trust and engagement throughout the company, and ultimately strengthen the companies in which they reside. In short, our panelists clearly demonstrated how their ERG provides value to their company.
Join AIChE’s LGBTQ+ & Allies Online Community
This community is open to professional AIChE members who are LGBTQ+ and allies. Topics of discussion will include the ongoing development of LGBTQ+ initiatives within AIChE, plus issues concerning, and opportunities for, LGBTQ+ chemical engineering professionals.
The LGBTQ+ & Allies Community supports the IDEAL path.
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This initiative is supported by the AIChE Foundation's Doing a World of Good Campaign.
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(1) “Employee Resource Groups | Catalyst Archives”. Catalyst.org. https://www.catalyst.org/topics/ergs/. Accessed 1 Sep 2022.