Blog post on LGBTIQ+ Employee Resource Groups

A while ago I wrote a blog post with Jojanneke van der Toorn about LGBTIQ+ Employee Resource Groups (ERGs) in organizations.

In this post we first briefly described ERGs and talk about their positioning within organizations, discuss aims of ERGs, and touch upon motivations behind joining ERGs. Next, we discussed potential benefits of having LGBTIQ+ ERGs such as potential to reduce prejudice and increasing the visibility of queer people. Finally, we discussed some potential pitfalls of having LGBTIQ+ ERGs such as ignoring the diversity or intersectionality of queer identities.

We finalized this post by some suggestions to help ensure successful ERGs:

Realizing the full potential of an ERG requires both the members of the group and the administration to be aware of potential pitfalls. An inclusive ERG has to recognize the complexities of LGBTIQ+ identities and experiences and be cognizant of systemic injustices facing LGBTIQ+ individuals. Additionally, the administration needs to show active recognition and support for the ERG. This might be in the form of taking part in the group’s activities via joining meetings, supporting with financial means, and actively listening and trying to implement the group’s suggestions. Meeting these conditions will strengthen the impact and reach of an ERG.

You can check out the full post over at the Workplace Pride Website