Creating a More Collaborative ERG Culture

by guest blogger: Chevara Orrin

While ERGs may model inclusive practices within the population segment they were created to support, they may also operate in silos, isolated from each other and unintentionally find themselves in competition for financial resources, executive sponsors and other institutional support. It may be difficult to remember that we all have multiple dimensions of diversity and do not neatly fit into one checked box or category. Similarly, ERGs would benefit from shared collaboration that recognizes and honors the shared struggle and successes of each group. Shifting the conversation to one of intersectionality may be a more useful framework with which to guide our practice and strengthen the power of ERGs.

The term intersectionality, first coined by legal scholar Kimberlé Crenshaw in 1989 describes how social identities, such as gender, race, sexual orientation, ability and age, intersect in dynamic ways that shape each of us as individuals. We all possess more than one social identity. Intersectionality also speaks to the “complex and cumulative way that the effects of different forms of discrimination (such as racism, sexism, and ageism impact marginalized people or groups.”

Intersectionality can also be used to expand our notion of self and workplace authenticity. As a Black woman, born to a white, Jewish mother and Black father, I do not have the luxury of separating my Blackness from my womanhood. I recently collaborated with a colleague who simultaneously identifies as differently-abled, Muslim and lesbian. She belongs to three ERGs that support these three dimensions of diversity yet struggles within her workplace to effectively navigate and not be bound by a hierarchy of oppression.

Historically, ERGs were created to react to a corporate culture of marginalization and exclusion, and are now increasingly recognized as innovators within the organizational structure, increasing the bottom line, supporting the brand image and increasing employee productivity.

With so many threads of connection, why do ERGs not collaborate more frequently? This is particularly significant today, as we are increasingly engaged in debate around the reversal of polices and the dismantling of protections for various groups, from voter disenfranchisement to immigration to LGBT equality. All of which impacts marginalized groups more severely than those within the dominant culture.

Several years ago, I was asked to present at an African-American ERG Black History Month event for a large financial institution. I also had an established relationship with the company’s PRIDE ERG and had partnered the year before through my ‘We Are Straight Allies’ campaign. I thought this would be a perfect opportunity to build innovative collaboration between the AA and LGBT ERG by designing the lecture to include a segment on Bayard Rustin, a prominent icon of the Civil Rights Movement, best known as the organizer of the 1963 March on Washington, one of the largest nonviolent protests ever held in the United States. Despite the significance of his contributions, Rustin’s work was often obscured because he lived as an openly gay man in a deeply homophobic era. It was the first time that these two ERGs had ever collaborated since their formation. Colleagues who had worked side-by-side for years only exchanging the most basic of office pleasantries found themselves engaged in intense dialogue, sharing stories of similarity and building connections that they had not considered. As a result, these ERGs now regularly collaborate on two annual events and seek out ways to support each other including partnering on fundraising initiatives and awareness efforts.

While the journey and mission of each ERG may not be exactly the same, the thread of connection is the sense of difference and a need to belong.

There is always more power when we unite as a collective.

ABOUT THE BLOGGER:
Chevara Orrin is a Diversity & Inclusion Strategist, Public Speaker, Accomplished Nonprofit Leader and Award-Winning Social Entrepreneur with more than 20 years of experience ranging from senior management in arts and education to creating movements and awareness campaigns. Passionate about human rights, social justice, and arts & culture, she has extensive experience in coalition building to create strategy that promotes change and is a frequent conference presenter, lecturer and motivational speaker.