Diversity and Inclusion Matters

Chapter 11Employee Resource Groups

Check Your Bias

A couple of years ago, I was asked to be on a panel to discuss diversity, equity, and inclusion at a very successful tech company. The event was held at their recently built headquarters. The place was amazing! It had a coffee bar, a cafeteria with a sushi chef, meditation rooms, and every modern amenity that all tech companies instinctively know to include in their buildings.

After the panel, I was asked to meet with a small group of employees from diverse backgrounds. The employees of this tech company were in the process of attempting to start employee resource groups (ERGs) for employees from underrepresented groups. They told me they were getting a lot of pushback from company leaders. There were concerns that these groups were somehow self-segregating and might make some of the White males feel unwelcome. Moreover, they needed to give the management team the business case for ERGs. In this case it was ERGs for LGBTQ+, women, and People of Color that were organizing.

To answer the question of the business case for ERGs, I looked across the pristine lobby and pointed at the ping pong table and said, “What is the business case for that? And what was the business case for the coffee bar? Did anyone need to explain those items or sushi to the leadership team?”

This group of employees looked at me, and I did not have to say another word. They intuitively got the point I was making because tech company leaders rarely need the ...