How Do We Get Hourly Workers in Resource Groups

Q. We are trying to find ways to include our hourly and union workers in as much of the D&I work as possible. As you know, working with unions can be particularly difficult, and I want to have as much guidance as I can get. If there is anything written on this, that would be helpful.


Barbara Frankel: We’ve recently completed an in-depth survey on employee-resource groups, going beyond the questions asked on The DiversityInc Top 50 Companies for Diversity survey. We asked a number of questions on membership on this topic, and here are preliminary findings. The entire report will be available on BestPractices.DiversityInc.com. I’d also recommend you read “Increasing Participation in Resource Groups.”

Of the companies surveyed on criteria for membership:

100% count formally signing up for membership

67% count attending events

67% count attending a minimum number of employee-resource groups meetings (specified in advance)

22% count actively contributing to the group

The criteria on exclusion varies, but 50 percent exclude types of workers from participationcontractors, in most cases. Forty-five percent have different policies for hourly and salaried workers on participation. Most of those that allow hourly-worker participation often require supervisor permission if during work hours, will not pay overtime for time spent on employee-resource groups, or will only allow those who take on leadership positions at employee-resource groups to participate during work hours. Many of these companies also work to educate the managers of the hourly/union workers on the importance of allowing them the flexibility to participate.

A handful of companies have been tracking employee-resource-group participation and engagement and are publicizing the results internally and on BestPractices.DiversityInc.com. This has an energizing effect on employees and enhances their involvement, especially in leadership roles.

Case studies and contact information for these companies are available to DiversityInc Benchmarking customers. For more information, contact benchmarking@DiversityInc.com.

Latest News

multi race business woman

New Report Shows Significant Increase in Female and Black Representation in the Executive Boardroom

Diversity and inclusion appear to be successfully increasing among America’s largest and most successful companies. The finding comes from a new report conducted by executive recruiting firm Crist Kolder Associates as part of its review of DEI representation in executive offices. Ariel Zilber of the New York Post reported that…

Taco Bell

Taco Bell Creates Business School To Help Underrepresented Groups Become Franchise Owners

Taco Bell and the popular fast-food chain’s owner Yum! Brands have entered the DEI arena with a new business school designed to help people of all backgrounds — and people of color in particular — advance into restaurant ownership. Jonathan Maze of Restaurant Business reported that “a select group of…

LGBTQ dog tags

US Government Will Now Allow Veterans To Identify As Trans on Veteran Affairs Medical Records

In another giant leap forward for LGBTQ+ rights and equality in the military, the federal government has announced that military veterans can now officially identify as trans in their official medical records. Brody Levesque of the Los Angeles Blade reported that Veterans Affairs Secretary Denis McDonough has confirmed that veterans…

Comcast NBCUniversal’s NBCU Academy Partners With 13 New Academic Institutions

Originally published at corporate.comcast.com. Comcast NBCUniversal ranked No. 6 on The DiversityInc Top 50 Companies for Diversity list in 2021.   NBCU Academy, NBCU News Group’s multi-platform journalism training and development program, significantly expanded its reach to 30 institutions by adding 13 new partners, NBCU News Group Chairman Cesar Conde announced. The new…