The U of T Employee Resource Group (QUTE) launched in the Spring 2010 with great success! We are gathering again and hope that you and other members of the LGBTQ U of T employee (staff and faculty) contingent will attend the next gathering. In the meantime, read on to learn more about what an employee resource group is and what the current structure is at U of T. If you are interested in joining our listserv please click here, and we will put you on the list.
Never been to a QUTE event before? No worries - You are welcome to attend. We're recruiting employees! Come meet the staff and faculty LGBTQ community at U of T.
**Funding to support alumni diversity programming at U of T has been generously provided by TD Insurance Meloche Monnex.
A Few Frequently Asked Questions About Employee Resource Groups
Do other employee resource groups exist at Universities? In other organizations?
• Nurture a network that supports the retention of sexual minority employees.
• Make recommendations for employee recruitment from the LGBTQ communities through identifying new services and outreach opportunities to the LGBTQ communities.
• Make recommendations on approaches to expand and sustain more equitable and positive work environments for sexual minority (LGBTQ) employees.
• Respond to the University on emerging concerns, directions and or opportunities.
Another primary reason in answering why now came from meeting with colleagues across the three campuses, whose overwhelming response was that employees are interested in participating in employee resource group and network. As important is the unequivocal endorsement of the senior leadership of the University through the Vice-President Human Resources & Equity for the establishment of such an employee resource group. In addition, through the University Advancement Partnerships and TD Meloche Monnex, we have been successful in receiving funding for the establishment and development of an employee resource group 2009-10 and 2010-11.
For an ERG just establishing itself is advised to begin informally with gatherings for employees, achieving growth through word of mouth and various forms of outreach. If there is interest and energy, the ERG can decide to move forward to become more formalized. The members of the ERG will make this decision. At this time the intention is to keep the structure open and flexible.
The role of the office will assist in the coordination and support of the ERG, and encourage employees to engage fully in ownership of the employee resource group. In its early stages the Office will facilitate in collaboration with employees the establishment and growth of the ERG. At the time when the ERG wishes to be more formal, terms of reference should be established. To date we have met individually and twice with a small group of employees who have supported the idea of the ERG and assisted in the planning of the launch. Perhaps this format should continue until a more formal organizational structure takes its place. Any employee interested in the LGBTQ ERG is welcome to participate.