An event may be one tactic used in the strategy to achieve that goal. Employers need to be invested For any ERG to succeed, it needs an employer that will support it both financially and in principle. Potential employees can relate to and are more likely to trust ERG members with whom they share affinities. ERGs can and do establish comfort levels in the workplace where LGBT employees find it easier to be themselves, with no need to lie about their personal lives or mislead coworkers as to who they really are. This helps its members stay on track and helps all employees understand what the ERG does in case they want to get involved. This does not even include the costs of potential discrimination and harassment lawsuits or the real result of missing out on talented LGBT employees who find another employer due to stress and overall dissatisfaction with their workplace environment.
It costs not only the workers, but also the companies that employ them.
Share this: ERGs also work to provide resources for LGBT-friendly mental-health professionals to ensure if an employee is facing trouble concerning discrimination — whether professional or personal — they have someone to talk to for help. Companies must look at their old ways of doing business and make adjustments that take advantage of the opportunities that are being overlooked.
LGBT-focused employee-resource groups have a lot of potential to impact their workplace environments in a positive way.