We each have various identities and roles that overlap to make us who we are. Some of these may be shared with the majority of the individuals in our society and/or workplace. When this is the case, it is easier for us to feel that we are included and even belong in these environments. However, our other identities and roles may render us minorities in our society and/or workplace inhibiting our senses of inclusion and belonging. We may feel the need to suppress major aspects of who we are in exchange for some degree of inclusion while only rarely hoping for belonging.
This is a very difficult issue to address at an organizational level. However, I have personally appreciated the intentional efforts made in this area at Panorama. Currently, Panorama has 12 “affinity groups”, which are informal spaces (mainly private Slack channels) for members of minority identities/roles. I am a member of three of these groups. They provide a protected space to maintain a workplace community where inclusion and belonging can be more easily attained.
A place where who I am is organizationally affirmed, socially endorsed, and emotionally supported.
In addition to the informal affinity groups, Panorama presently has four Employee Resource Groups (ERGs). These more formal groups are composed of employees from underrepresented groups, allies of those groups, or people who share a common purpose of interest. Each ERG has an executive sponsor and serves as a resource for the company in areas such as networking, talent development, diversity and inclusion strategy, employee retention, and employee engagement. I am a member of one of these ERGs and deeply appreciate the clear prioritization of the interests of these groups by Panorama. It communicates to me that who I am is respected and valued in the company
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