Affinity Groups:
An Organizational Resource for
Diversity and Inclusion
Susan Woods
Henderson Woods, LLC
Building Relationships/Improving Outcomes
Some Opening Questions . . .
What’s in place that promotes
employees bringing their “total
selves” to work?
If diversity is knowledge, how
Is diversity does the organization learn from
in place, its diversity?
but not How does the organization
in play? empower its diversity to
contribute?
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Value of Empowerment
Competency
Validity
Building
Acceptance
Ownership
Commitment Diffusion
Discussion Framing
Potential Benefits Reservations
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Affinity Groups An Evolving Strategy
EEO/AA Inclusion
Resource Strategy
Social Business
Group Resource
Employee Resource Groups
Affinity Groups Many Approaches
lly
ica
Typ Company sanctioned groups of employees
Formed around one identity group/concern,
but open to all
Self-initiated, voluntary, employee driven
Cross-functional & multi-level
Function with senior manager sponsors/champions
& HR/Diversity professional support
Purpose related to business relevant activity─
professional development, business partnerships &
communications
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Examples of Activities
Participation in professional Help Executives prepare for
conferences and job fairs meeting with foreign
dignitaries & translate
Organize career/professional
Partner with business unit
development workshops
on product development &
Groups partnered to deliver marketing to targeted
mentoring programs communities
Speak at new employee Partner with HR on benefit
orientations and host policy development
welcoming socials
Raise money for Hurricane
Katrina relief
Host lunch-n-learn sessions
Sponsor cultural events Mentor students in school
Business Value Employee Benefit
Recruitment & Retention
Leadership Development
Marketing Outreach
Business
Product Development
Value Community Involvement
Information & Learning
(2-way: Senior Mgt & EEs)
Personal & professional growth
Community & support system
Employee Engagement & contribution
Benefit Mentoring & networking
Opportunity to show leadership
Visibility with senior leaders
4

When Affinity Groups/ERGs Work Well . . .
1
Workplace Equity
(HR Policy & Practice)
High
Outcomes
Affinity Groups
Low
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2
Engagement
Openness to
& Influence
Difference
(Structure & Process)
(Culture)
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2005©Cornell University ILR & RER/SEW
Affinity Groups Pitfalls & Solutions
Solutions
Pitfalls Open to all
Foster polarization & divisiveness Communicate
Focus on the
Marginalized as social organizations
Business Value
Become grievance forums
Managed &
Supported
Lack of transparency
Connections &
Loose link to executive leadership
Relationships
Too independent/no accountability
Partnering
5

Managing the Process
iderations
ypical Cons
T
• Develop guidelines for establishing groups
• Proposal review & approval, ensuring there is a
business reason
• Reporting & accountability
• Funding & resource support-meeting rooms, e-mail
use, web sites, co. logo, etc.
• Leadership training for group chairs
• Professional advisement, coaching and support
• Advocacy, connection building and relationship
facilitation
Authorization. . .
Eligibility? Chartering?
Purpose Roles? Officers? Champion?
What’s the Purpose?
Reporting? Coordinating
What are the Goals?
Meetings?
Structure, Groundrules
Boundaries for
Expectations Process
Decision-Making
for Action
Resources
What decisions can be made?
What is it Supposed To What’s out of bounds? Role &
Do? What Tasks? Scope of Decision-Making
What Activities?
What kind of Budget, Time and
Staff Support will be available?
6

Legal Concerns. . .
Legal
ult with
Cons
Compliance with anti-discrimination laws
Workers’ Compensation
Compensable Time Under FLSA
National Labor Relations Act
Affinity Groups Advantages
Advantages
Open dialogue & learning
Avenue for constructive contribution
Build employee commitment and skills
Develop talent and leadership
Keep senior management “in touch” with employees
Support diversity and inclusion culture change
Strengthen community outreach & reputation
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Some Closing Questions . . .
How would affinity groups
align with your overall
diversity strategy?
What’s in place right now to
Affinity
support them? What would
Groups
be needed?
at Your
Organization? What would you like to learn
from other’s experience?
Thank You
Henderson Woods, LLC
www.hendersonwoodsllc.com
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