Why affinity groups

That pays off in a couple big ways. And research from Olivet Nazarene University shows that work friendships make employees more productive. Looking to form an affinity group at your company? Start by contacting human resources and let them know of your intentions—you may need to submit a formal pitch. After HR gives the green light, create a clear definition of what will unite your affinity group and a mission statement that identifies the group's core values.

Then start recruiting colleagues that would make great additions to the group. An affinity group can help you love your job and make you feel part of a community. Does your current job lack in that area? Want to join a company that values a variety of voices?

Join Monster for free today. We have loads of free resources that can help you fast-track your job search. Each affinity group determines its own scope and priorities.

To receive support and recognition from Academic Affairs, a group should be:. Affinity groups are not part of the formal governance structure i. Current recognized affinity groups are below, with links to their own websites. If you are interested in starting an affinity group, please contact Cheryl Moore-Thomas to discuss the needs, viability, potential scope, and next steps. Much like segregated schools, a homogeneous educator workforce is detrimental to society and directly contributes to perpetuating racial bias, stereotypes, and inequitable systems.

Everyone benefits from having a racially diverse educator workforce. Increased teacher diversity will lead to more culturally relevant teaching techniques and curriculum, higher expectations of children of color , and the reduction of the racial achievement gap.

It will also encourage students of color to enter the teaching profession. Unfortunately, these aspirations will not be realized without combatting the challenges of recruiting and retaining a diverse educator workforce. In , Brown v. Board of Education dismantled legal segregation in public schools. Resources for Learning About Systemic Racism. From our decades of experience as teachers, leaders, and coaches in schools across the country, Great Schools Partnership staff have witnessed through our own observations and through conversations with others that teachers of color are subject to the the following challenges in all kinds of schools:.

Before introducing racial affinity groups, organize professional development for your full staff that focuses on systemic racism in our country.

Use the suggested readings listed above or seek out an external source of professional development about systemic racism to help your staff understand why racial affinity groups and affinity groups for allies will be offered in your school or district. An affinity group for allies would be open to anyone who wanted to talk about how to support colleagues of color.

As a member of a racial affinity group, you will engage in conversations on issues pertaining to race and racism. The racial affinity group should decide, in advance, if they want to allow outside guests and in doing so they should decide what the purpose and guidelines are for each visit.

One of the most common misconceptions about racial affinity groups is that they promote racial segregation. Some plaintiffs in such lawsuits have pointed to corporate diversity initiatives, like ERGs, as evidence of the discrimination they purportedly faced at the office.

Although reverse discrimination claims are relatively rare and largely unsuccessful, employers should exercise forethought when implementing diversity initiatives. Employers can take several steps to support diversity initiatives and limit risk.

At the outset, affinity groups should be carefully structured to encourage sharing and mentorship without devolving into platforms for negativity. Some employers have found that an application process and charter requirement for ERGs clarifies the purpose of the group and helps participants focus on clear goals. Employers may also want to provide tasks for affinity groups to tackle, like identifying ways to improve the workplace.

Keep in mind that any limits on ERG creation must be applied to all groups in a category. For example, a ban on religious groups must apply to all groups with religious leanings. In addition, management should hold some sort of leadership position on affinity groups. A management representative, for example, may serve as a sponsor or liaison between group members and company leaders. The liaison can help steer discussions toward stated goals and business initiatives rather than allowing the group to focus on complaints.

Management can also build a healthy foundation for ERGs by providing anti-discrimination training, including implicit bias training, for all staff.

This training can educate employees about the benefits of diversity and about everyone's role in counteracting their own biases. While ERGs require planning and ongoing participation, employers find that the benefits are well worth the effort. Affinity groups can help employers attract more diverse candidates, reduce turnover and increase employee morale.

Moreover, multiple studies have found that companies are likely to have above-average financial returns if they fall among the top quartile of their peers for diversity by race, ethnicity and gender. In short, affinity groups, managed wisely, can serve to attract and retain top talent, increase the bottom line, and build a healthy and thriving workplace culture.