Lessons Learned from Employee Research on LGBTQIA+ Workplace Inclusion
This article is a part of AnswerLab’s Human-Centered Work Project, a hub of research-based insights and resources on red...
The term “Queer” stands in for “the Alphabet” (LGBTQIA+) whenever appearing in the article.
Everything is connected
In the summer of 2020 with the COVID-19 pandemic in full swing, many in corporate America were working remotely while social uprisings were happening nationwide. Amidst the turmoil, AnswerLab set out to conduct pro bono social justice research aimed at best-supporting two communities of AnswerLabbers most impacted: parents and caregivers, and the Black, Indigenous, and People of Color (BIPOC) community. The Human-Centered Work Project (HCW) was born from this desire to make work experiences more equitable.
As a part of our research with the BIPOC community, we conducted internal listening sessions with a group of Black AnswerLabbers now known as OnyxLab, the Black Employee Resource Group (ERG). AnswerLab created a Slack channel to build community, provide a place to continue the discussion, and be a space where Black AnswerLabbers could share, network with, and mentor one another.
Our BIPOC research initiative resulted in inspiring thought leadership and social justice work at AnswerLab. AnswerLab developed new resources, additional benefits, and policy changes focusing on making AnswerLab more equitable for employees. We knew our research wasn’t over though.
RainbowLab, AnswerLab’s LGBTQIA+ ERG, arose from the desire to do this kind of research with an LGBTQIA+ lens. AnswerLabbers Brenna Traynor and Megan Sauter saw each other while attending a Twitter panel on Queer UX and spawned the idea of doing DEI research with the Queer Community.
Soon, a group of queer AnswerLabbers began drafting a proposal for the research, and as more queer folx joined AnswerLab, more eyes and input contributed to the research brief. From this, RainbowLab was born. The original team moved away from focusing strictly on LGBTQIA+ DEI research and gravitated towards building a social community of Queer AnswerLabbers and allies.
“I’ve never really worked anywhere, until AnswerLab, that put much effort into supporting the LGBTQIA+ community. Some past employers shared their “initiatives'' with the public. But they didn’t really put anything to practice “behind the curtain.” - LGBTQIA+ AnswerLabber
RainbowLab’s Beginnings
The RainbowLab ERG formation process was collaborative from its inception, growing organically from a Slack channel to the largest and first chartered ERG at AnswerLab. Over time, it became a place for queer AnswerLabbers and allies to feel a sense of belonging and plan community events. The goal was to create a welcoming place where AnswerLabbers could find peer support, be their authentically queer selves, and feel safe to be out at work with other queer people.
In its first six months, RainbowLab has hosted regularly scheduled open and closed meetings, as well as a Pride celebration. (Open meetings are available to LGBTQIA+ members as well as allies, while closed meetings are only for LGBTQIA+ members.) A smaller team of committed members produced a bylaw document outlining how the ERG would run, including a mission and vision, officer elections, a continuity plan, establishment of decorum, and special committees to host events. The larger RainbowLab membership then ratified these bylaws.
RainbowLab paved the way for other ERGs at AnswerLab. Several ERGs plan to form as a result of the foundation RainbowLab built, including:
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- MezclaLab (which means mixed in Spanish): AnswerLabbers who identify with a Spanish-speaking or Portuguese-speaking culture from the Caribbean, Central America, or South America
- OnyxLab: AnswerLabbers who identify as Black or African American
- AANHPI: AnswerLabbers who identify as Asian American, Native Hawaiian, and Pacific Islander
- Mental Wellness and Neurodiversity: an ERG supporting mental health at AnswerLab, specifically for the Neurodivergent community
- Melting Pot Lab: an ERG for Immigrants and Refugees
What are the benefits of Employee Resource Groups?
ERGs are voluntary, employee-led groups that serve traditionally marginalized or underrepresented employees. ERGs act as culture-builders that give members a voice and visibility, create a sense of community, and drive change toward a more equitable workplace. They are often formed around specific identities that can be characterized demographically, like race, gender, sexuality, or ability. ERGs can also exist for employees in specific roles, such as working parents or remote employees.
Social and Professional Benefits
ERGs increase employee engagement by helping employees find like-minded people with whom they can bond. Fostering social networks at work with a shared mission and purpose can positively impact employee engagement. ERGs also provide formal and informal professional development opportunities, leadership opportunities, organizational responsibilities, and mentorship.
Organizational Benefits
ERGs are vital in attracting talent, developing employees, building community, and fostering belonging. ERGs empower employees to create a more inclusive culture through education and awareness.They also support employee attraction and retention by showcasing how the ERG’s mission and values align with the company and how diversity is celebrated. ERGs help AnswerLab innovate its process and products by focusing less on silos and organically creating teams of employees from a wider swath of the organization.
“As an ally, I sometimes feel awkward or unsure if I’m discussing LGBTQIA+ topics the ‘right’ way. RainbowLab events have helped me learn how to correctly talk about these kinds of things.” - Ally AnswerLabber
RainbowLab as a Culture Builder at AnswerLab
Through regular open and closed meetings, RainbowLab welcomes all as they are and attempts to create psychological safety for Queer-Identifying AnswerLabbers who wish to align with, be supported by, and learn from their queer work community. Some AnswerLabbers have expressed meeting their authentic “best friends” at work through RainbowLab. Research shows having a “best friend” at work ties strongly to key business outcomes.
“The last company I worked at didn’t allow me to be myself. At AnswerLab, I feel [comfortable] being part of this community and being out.” - LGBTQIA+ AnswerLabber
RainbowLab prides itself on raising social awareness and connecting our community to nonprofit organizations. As an ERG, they have raised more than $4,700 in donations to four different nonprofits. To build awareness and empathy, RainbowLab hosts AnswerLab’s annual Pride celebration. This year, activities included a talent show, game night, Book Club, a voguing workshop, and more!
“AnswerLab’s Pride events were not just about rainbow flags on our website… that doesn’t benefit [the queer community]. We had fun together and did not have to brag about it [externally]. It didn’t feel like rainbow capitalism.” - LGBTQIA+ AnswerLabber
What’s Next for RainbowLab
RainbowLab’s continued focus is on providing opportunities for both growth and belonging, through training, educational offerings, events, and social activities. The goal is to create a workplace where AnswerLabbers feel empowered and supported to participate alongside their job responsibilities, rather than feeling like ERG participation is a burden or simply extracurricular.
As a part of the next phase of the Human Centered Work Project, RainbowLab is conducting original research focusing on the experiences of the LGBTQIA+ community in the workplace. We’re starting with internal research at AnswerLab and then will shift our focus externally to a wider range of workplaces. As we complete the research heading into 2023, we’ll be sharing our findings and resources for you to take back to your workplace. Subscribe to get the latest delivered to your inbox.
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Take Action |
- ERGs should be fun, not feel like a chore. Allowing these groups to form organically and grow at their own pace will ensure employees don't feel overwhelmed or overburdened with additional work activities. ERGs are voluntary, employee-led groups that work best when the work is gratifying, motivating, and supported by the group.
- Help ERGs work together to amplify mutual interests — a great way to pool resources and embrace intersectionality.
- Encourage management and leadership to support employees who choose to lead and participate in ERGs by allotting time on a weekly basis to devote to ERG planning and participation.