The LGBTQ+ Take on Employee Resource Groups Proves the Model Needs a Makeover

Members of Do the WeRQ amp8211 an LGBTQ community for adland in the US amp8211 know that queer ERGs have been posited as a source of commitment to a massively growing group redefining culture and business practicesWhen the numbers show that LGBTQ respondents are among the least likely demographic groups to feel a sense of career satisfaction growth safety and belonging in the industry we have to ask Where is the disconnect between this established best practice and our diverse community And how can ERGs improve to better support our diverse communityThe data is drawn from The 2024 Survey on Advertising Industry Professionals conducted by The Myers Report to highlight critical insights into the availability participation and interest in ERGs within adland These insights shed light on the role ERGs play in supporting diverse employee populations particularly among BlackAfrican American HispanicLatino AAPI and LGBTQ respondents LGBTQcentric stats show how our experience at work varies from other demos amp8211 indicating a particularly strong interest in forming these groups and participating in them While 59 of respondents across all surveyed demographics indicate interest in participating in an ERG the stat is 74 for LGBTQ folksThat sets a needed tone for change because we need specialized help LGBTQ respondents are the least likely group to feel their company has a clear meaningful purpose and makes positive contributions to society and culture On an individual level we are the least likely demographic group to feel our work is purposeful and meaningful At the same time LGBTQ respondents are among the least likely demographic groups to indicate feeling empowered and safe to take risks or included in company decisionmaking Could there be a connection between lack of voice at work amp8211 especially for decisionmaking and risktaking amp8211 and lower rates of job fulfillment for LGBTQ advertising and marketing professionalsWhatamp8217s clear is that for ERGs to be an effective resource these groups need more agency to adapt the model for their specific needs and ambitions Difference of perspective is the name of the game in DEI and it must start playing out in differentiated ERG structuresThe Report reveals concerning variance in the LGBTQ experience at work and hints at solutions that will increase fulfillment and sense of safety within the workplace and industry more broadly So letamp8217s consider the dynamics and focus areas with the best potential to drive positive changeTRANSPARENT POLICYOnly 53 of LGBTQ respondents report feeling the ad industry is committed to transparent ethical business practices compared to 68 of all respondents Yet weamp8217re among the least likely respondent groups to bring up problems to those we report to and feel heard by them 90 all vs 87 of LGBTQ Clearly thereamp8217s a need for transparency across the boardThis points to a need for company leaders to recommit and innovate Amid a year of relative silence in terms of DEI discussions and brand campaigns focused on LGBTQ people this is the perfect time to include your teams in strategic decisionmaking Do you have stated goals for what you hope to achieve Are they attainable Have they been vetted by or developed with the communities they impact You can actually take a twostep approach to meaningful transparency as you plan for 2025 determine and share the means by which goals and policy are decided and invite people to engage in them Then by the yearamp8217s end share the new goals that were decided and evolved in concert with a more involved included teamACTIVE LISTENINGAlarmingly LGBTQ respondents are the least likely demographic group to feel emotional safety in interaction with others in the company 87 of all feel emotional safety versus 80 of LGBTQCompany leaders must create a space for LGBTQ workers to come together among their colleagues to discuss challenges they experience in the workplace related to their gendersexuality amp8211 and their ideas for solutions These spaces should be led by LGBTQ folks within company leadership staff or if needed external groups that can facilitate conversation while protecting identities Company leadership must be active listeners in the discussion with the intention of helping LGBTQ professionals navigate specific workplace culture issues that arose from these dataCONNECTIONLGBTQ folks were least likely to feel their company creates opportunities to attend events conferences and gatherings to meet and learn from others inside the organization or the industry at large Lack of socialization and mentorship opportunities especially among LGBTQ peers could have negative impacts on LGBTQ professionals recreating a sense of lack of belonging that also exists outside the workplaceDo the WeRQ and our Chosen Family partner agency DNA are doing our part with the Project Violet mentorship program about to launch its second year But leaders must engage in and sponsor such programs and invest in opportunities for selfidentified LGBTQ staff members to be their ambassadors at LGBTQ and ad industry eventsWeamp8217re committed to research that can lead to transformative positive change In fact weamp8217re about to announce the results of ouramp160 amp8220State of the LGBTQ ERG3939 study the firstever look at the indepth characteristics of LGBTQ ERGs amp8211 perhaps in any industry amp8211 to better understand their impact Offered to agencies across the US the study was fielded in partnership with the 4Aamp8217s American Association of Advertising Agencies and the 4Aamp8217s Foundation we hope to better understand how to support these changemaking groups and their LGBTQ members effectivelyChange only happens when leaders go allin with curiosity and collaboration and LGBTQ professionals boldly use our voices to foster meaningful change If youamp8217ve got the position and power to make change sit down now with members of the community in a real discussion of the tangible changes that will elevate ERGS amp8211 so that they can safely live up to their promise and potential in the ever more diverse future aheadNote This piece is dualauthored by Brandon Lim Communications Specialist SEIU Local 2015 Strategy Manager Do the WeRQ Graham Nolan CoChair Storytelling and Partnerships Do the WeRQPhoto credit StocksyPosted at MediaVillage through the Thought Leadership selfpublishing platformClick the social buttons to share this story with colleagues and friendsThe opinions expressed here are the author39s views and do not necessarily represent the views of MediaVillageorgMyersBizNet

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The LGBTQ+ Take on Employee Resource Groups Proves the Model Needs a Makeover

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