Google Groups allows you to create and participate in online forums and email-based groups with a rich experience for community conversations. I am a specialist on one of the most challenging and radically empowering matters of our time: Diversity & Inclusion. I am the Founder and CEO of Variety Pack, a Diversity and Inclusion consultancy working with organisations to help them learn from opinions that were previously ignored, anticipate change, and create environments full of trust and cultures full of confidence. Stigma runs deep. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. This perception persisted even when the men were presented with anecdotal evidence of discrimination and information that challenged the effectiveness of diversity initiatives at their companies. Studies show that the first 60 to 90 days of employment are a critical time for any new hire, and they can be particularly challenging for members of traditionally underrepresented groups. In 2020, I was chosen as one of the UK’s leading Black future leaders via the Oxford University, OBV and House of Commons executive leadership programme, Pathways to Success. Research shows the most effective ways of reducing mental health-related stigma include social contact, peer support, and education. Some companies, recognizing the added work of designing and implementing programmes to support Black employees have begun compensating ERGs. Groups that join together in the workplace typically based on shared characteristics or lived experiences. After years of misdiagnosed symptoms, Meredith Arthur—a successful marketing professional and parent—finally received a diagnosis: Generalized Anxiety Disorder. For example, a study published in the Journal of Personality and Social Psychology found that white men perceived the mere presence of diversity councils, targeted mentoring and affinity groups as evidence that all employees were being treated fairly. Are you part of or thinking about creating a mental health ERG at your company? But what about including mental health as part of wellness? Please confirm that you want to proceed with deleting bookmark. (Since companies are prohibited from creating a situation that forces people to disclose a mental health condition, this framing is also compliant with privacy laws.). One way they are doing this is through the innovative use of employee resource groups (ERGs)—voluntary, employee-led groups made up of individuals who join together based on common interests, backgrounds or demographic factors such as gender, race or ethnicity. Shelton Goode, Ph.D., is director of diversity and inclusion for Oshkosh Corp. and author of Diversity Managers: Angels of Mercy or Barbarians at the Gate (iUniverse, 2014). Any company considering launching or reforming their ERGs must consider: how ERGs fit into a broader D&I plan; how the work of ERGs will be valued and compensated and how ERGs will be able to influence leadership and non-participating employees. Jen leads internal operations and oversees corporate partnerships, workshops, and advising at Mind Share Partners. It is fortunate that, at some organizations, diversity, equity and inclusion committees are working together to foster an inclusive workplace rather than pursuing this goal in fragmented silos.