Date: Monday, June 8, 2026
Pride month brings AEA a rainbow of insights, perspectives, and practices of LGBTQIA+ evaluators. These posts from the LGBTQ+ Voices in Evaluation TIG feature belonging, community, collaboration, creativity, context, and advocacy. We hope they prove to be a treasure trove for the entire evaluation community.
I am Dr. Angelica Thompson (she/her), Founder & CEO of Data Works, Inc., an applied research and evaluation consulting firm that helps organizations use data, evaluation, and strategic insight to improve outcomes and drive meaningful impact.
Organizations often talk about inclusion as a value, but employees experience inclusion through action, culture, and feelings of belonging. One of the most meaningful ways organizations can foster a sense of belonging is through Employee Resource Groups (ERGs) or Employee Interest Groups (EIGs).
At their best, ERGs are far more than social groups or symbolic initiatives; they create intentional spaces where employees can connect through shared identities, experiences, and goals while helping organizations better understand and support the people who make up their workforce.
Employees perform at their best when they feel psychologically safe, respected, and seen. Yet Gallup research has found that only 20% of employees strongly agree that they feel connected to their organization’s culture. That means that most employees are showing up to work without a strong sense of belonging or connection.
For LGBTQ+ employees in particular, the stakes can be even higher. Research shows that approximately one-third of LGBTQ+ professionals report feeling exhausted from hiding or masking aspects of their identity in the workplace. Nearly 40% have also experienced workplace harassment or discrimination at some point in their careers. When employees do not feel safe enough to show up authentically, organizations not only lose employee morale but also trust, engagement, creativity, collaboration, and retention.
People should not have to compartmentalize who they are to succeed professionally. ERGs help address that gap by creating community and visibility within organizations. They provide spaces where employees can share experiences, mentor one another, discuss challenges, celebrate culture, and build meaningful support systems. For many employees, particularly those from historically marginalized communities, simply knowing they are not alone can significantly improve their workplace experience.
But the value of ERGs extends beyond individual belonging. These groups can also serve as powerful organizational partners. Employees closest to a particular community often have important insights about workplace culture, policies, communication practices, recruitment, retention, accessibility, and customer/client experiences. ERGs create structured pathways for organizations to hear these perspectives directly, rather than making assumptions about what employees or communities need.
ERGs also create opportunities for employees to grow as leaders, advocates, and change agents. Employees often gain experience in strategic planning, facilitation, mentorship, and organizational advocacy through their involvement in these groups. In turn, organizations benefit from stronger leadership pipelines and more engaged employees.
However, ERGs cannot thrive without meaningful organizational support. Inclusion work should not rest solely on the shoulders of employees volunteering their emotional labor. Leadership buy-in, visibility, dedicated resources, and a willingness to act on employee feedback are essential. Employees need to see that their voices are not only welcomed but also valued enough to influence change.
As workplaces continue evolving, organizations have a responsibility to create environments where employees can show up fully as themselves while helping shape stronger, more inclusive cultures.
If your organization does not currently have an ERG or EIG, consider advocating for one! Start conversations, build community, and identify shared needs and opportunities for support. Change often begins with employees willing to speak up and create space for others to feel seen, heard, and valued.
Belonging is not a workplace luxury. It is foundational to healthy organizations, effective leadership, and sustainable impact.
The American Evaluation Association is hosting LGBTQ+ Voices in Evaluation TIG Week with our colleagues in the LGBTQ+ Voices in Evaluation Topical Interest Group. The contributions all this week to AEA365 come from our LGBTQ+ Voices in Evaluation TIG members. Do you have questions, concerns, kudos, or content to extend this AEA365 contribution? Please add them in the comments section for this post on the AEA365 webpage so that we may enrich our community of practice. Would you like to submit an AEA365 Tip? Please send a note of interest to AEA365@eval.org. AEA365 is sponsored by the American Evaluation Association and provides a Tip-a-Day by and for evaluators. The views and opinions expressed on the AEA365 blog are solely those of the original authors and other contributors. These views and opinions do not necessarily represent those of the American Evaluation Association, and/or any/all contributors to this site.