Affinity Groups

[Steve L. Robbins, Ph.D.]

Many members ask about having affinity groups - the benefits, shortfalls, how to set up, etc. What are your thoughts? Please share your experiences and ideas.

[Theresa Haller]

My work place has a number of affinity groups. They network, have events, guest speakers, support for work issues and a number of other activities. I do not belong to any, nor have I attended any meetings. But the feed back from members of my Diversity Council is positive. One of the main points, is the feeling of being in a safe place to explore new cultures. On my too do list, to attend some meetings. T

[Donna Linsell]

This is something we have considered here at the Bureau, but have fallen short on starting. It takes a lot of time and as our Diversity Committee is made up of volunteers, who have to take responsibility for their individual work first, we do not have the time to devote at the present. However, I would like to hear more about this as we might be able to make this a "side" project within the Bureau. Steve, do you have any experience with affinity groups? Do any of you?

[Joseph Onesta]

I have a question about affinity groups, too. When they form, are they formed for the purpose of achieving increased understanding in the workplace or are they formed to create a sort of safe-haven for the members and how does one deal with people who wish to belong to the affinity group but aren't naturally a member? I can see validity for those who feel they don't have a voice--a kind of empowerment and validation. I can also see potential divisive results. How do we avoid them?

[Nicole Drake]

A strategy I always come back to is KISS (Keep It Simple Silly). For instants, in the beginning forming an affinity group there must be a mission/vision statement. Seek out the interest of why this value is important to each member. Sometimes there is enough passion to lift if off the ground. An example, I had been recruited to be on the American Heart Association planning committee. It started off with only 3 members and has grown to 12-15 people plus a very large population who now actively participate in one of three ways (1-walk, 1-fundrasing, 1-volunteer at the any of the events). This took place over 2.5 years with three very good results. It has been quite successful in generating awareness for the larger population and the group has generated people who needed support. Like you said Joseph--validation.

To answer the question more directly you don't avoid them you spin it back into addressing it. I find the success from addressing any elephants in the room. Try it you will find in most cases your tonation of strength will drive the group through a crisis.

[Kits Morgan]

My workplace hase several affinity groups. I have lead one, helped at the beginning of two, and belong to several. I do not belong to all of the affinity groups as a member of that particular culture, but because I want to understand more about the culture and as a friend. I do have a big need to feel like I belong, and I do get support from all of the groups. I enjoy the activities, the guest speakers, and the networking. They have been an important part of my diversity knowledge and understanding. Yes, it does take time, but I think it is worth the effort to create a safe place for people who may not feel like they are being heard or seen in the regular work environment. As a member of an affinity group, I was able to develop leadership skills, participate in conferences and events I would not have otherwise, and made friends with people I would not have met elsewhere.

[Nicole Drake]

Working in an Institution of over 18,000 population there are many affinity groups. It is the key to our great success. It provides a quick perspective on a single interest or multiple interested. Sometimes it is for pure networking opportunities and sometimes it's to increase an alert of awareness. In either case all of the interest eventually address the white elephant in the room-the problem/the success. I agree with Theresa Haller that there is network, events, keynote speakers and opportunities that link to other affinity groups.

I personnally am part of the Health Industry and we normally pride ourselves in participating with the many variety affinitiy groups. It is where we get the leading edge information (sometimes quicker than paper) and it keeps our social skills up to speed. I find affinity groups very effective in my line of work which is staff development. I get to either scope out new employees or take in best practices. In all, my Diversity Advisory Committee has been very successful in addressing sensitive issues and at the same time allowing many to learn something new. What best practices work in your area?

[Alan Headbloom]

A US-based international society I belong to has several affinity groups (African-American, non-native speakers, LGBT, Christian, and one other which I forget--Muslim, maybe) which require small annual dues for membership. In the past (when economic times were flush), I supported the groups with donations to each, except the Christian group. Interestingly, I am a cultural member of none of the groups except Christian. I "joined" the other groups as a sign of support of their presence in the greater organization. What "bugged" me about the (late) emergence of the Christian group was that in the USA, this is not a group in danger of discrimination or ostracism. It seemed mostly a group which wanted to proselytize at conferences, not a group which needed "protection" within the larger organization culture. What strikes me now is that maybe there is an underground bias against anyone who publicly presents as Christian (you can't NOT go out in the world and be black or female if you are). Maybe I need to attend one of those affinity meetings to find out what their needs/fears are. If they are purposed enough to organize, then maybe they have "issues" I need to hear. (It's just that I, as a member of the 75% of Americans claiming to be Christian, don't feel discriminated against.) Listening to others--what a great concept! ;-)

To get to the crux of Steve's (and others') question, I think these groups exist as a signal from Leadership that these constituencies are recognized and validated. It communicates to the entire organization that they are valued team members, people who are integral to the org, and here to stay.