Have workplace employee networks gone too far

It’s been studied and proven that employees who find a place to belong and build a community are more engaged and happy in their workplace. Not everyone will want to participate, and that is fine, but for those who do it can be very beneficial.

It’s one of those things that you are not forced to participate in, but others are free to do so and it doesn’t impact you if they do. The whole viewpoint of you knowing you’re in a diverse workplace and that we are in the 21st century, ‘no prejudice’ I’m going to hazard a guess comes from a pretty privileged place. Also, celebrating different cultures and communities isn’t just about struggles and saying that they are disadvantaged, it’s about sharing your story, experiences and giving people a place they can be comfortable and belong. It’s not about the negative connotations or history alone.

Sounds like the colleague you are pissed off with is doing extra work that someone needs to do and you’re annoyed you don’t get the equivalent time to do things you don’t see as important and I sense jealousy there. Just because you don’t see their work as important, doesn’t mean it isn’t for everyone.

Employee networks aren’t just about celebrating events. They are an opportunity for different demographics to ‘have a seat at the table’ in their company, be represented and contribute to decisions the business makes.

Companies I’ve previously worked for had Executive sponsors of each network, who would meet with the network committee regularly, listen to any concerns or views and relay them back to those at the top.

Those who volunteer to lead a network can gain valuable skill sets but also make a difference. It may take up a large amount of their time but they can develop and grow from it too.

I think you’ve missed the wider picture here.

Completely agree with you. I think alot of people use it as an excuse to avoid doing their actual job.

Same, sadly, at Universities for their students - all kinds of "minority" societies and group chats/networks, but ever reducing numbers of actual clubs/societies for real hobbies, sports, etc. My son was very unimpressed at his first Freshers' week clubs & societies fair to see all the stands for "clubs" for dozens of different nationalities, all kinds of sexual orientation, loads of different religions, every kind of political leaning, etc., He really struggled to actually find many stands for hobbies like gaming, warcraft, astronomy, rambling, sports etc.

I work in the public sector and I don’t find the groups annoying… but I feel annoyed that they mean little in practice. Management aren’t diverse and in practice it doesn’t get put in place a lot of the time. For example I could join our carers network, but as I’m on a long-term casual contract what’s the point? If I have needs that mean I can’t work then I don’t get paid, simple. I don’t see in HR processes diverse panels or actions that really put into practice what is talked about either. It feels often like a load of over-sharing for no real actual purpose other than feeling vulnerable

Agression against minorities is still a day to day issue. Gender, race, disability- it all happens. These groups are important for a business - they are important to attract and keep talent . Just because your experience is great, others might not be.
Until a couple of weeks ago i would have sworn there is no racial discrimination in my company (i am white). Then i went to a meeting with my boss (indian heritage, male) - and i learned that racism is very much an issue.
Just because you don’t see it doesn’t mean it doesn’t exist!

My work has them. I attended the disability network hoping to network with other disabled people, but it was more akin to an Access To Work meeting. What equipment we needed, where in fact I already had the ATW assessment and equipment ordered. The network was also too formal for my liking in that I never got to know any of the others due to no small talk. I left after the 2nd or 3rd meeting. It was during work time too so I was more useful to my department just doing my normal duties.

I have a colleague who says they're LGB but doesn't associate themselves with the LGBTQI group, and doesn't like the group's politics. Another colleague is South Asian but felt that she wasn't welcome in the BAME group. We have a women's network, but heaven knows why given that we are a majority female workforce and a majority of our managers are women. Perhaps we should have a white, working class male network, but I suspect that wouldn't be allowed 😂

So I don't think there's anything intrinsically 'wrong' with wanting some kind of group or network, but we should really dispel the myth that they are all egalitarian and welcoming spaces - they're often not, they're often very tribal, they can often misrepresent the very people they are claiming to represent and can even serve to make some politically less visible groups even more invisible in the workplace. I do wonder if there is a less divisive way to foster tolerance.

The equality act may provide protection but many things are very hard to prove and many things can be really small but start to make you feel really bad or have a negative impact when taken en masse

We have a very similar kind of set up (International software company) and we have a dedicated "employee engagement team" who are paid for this! By this I mean a team are paid to come up with the groups and initiatives but not actually run them. Nope the buck is then passed to whoever has agreeed to run a specific group / initiative. Some are ongoing, some are transient. Employee engagement team have the vital role of providing daily updates on our intranet, sending constant email reminders to show our support for ABC and questionnaires about how successful XYZ was. It's relentless. The employee engagement team border on harassment if you don't respond to their requests (I joke..... kind of). I am automatically signed up to "women in software" which meet on the 2nd Friday of the month. I haven't worked Friday in 7 years? But my feedback is still demanded and my attendance has always been "required" despite me not being there - ever. It's very odd.

A lot of big companies have lots of networks so they can pretend that none if their staff ever face racism or misogyny or homophobia or bullying

Imo a place with a lot of networks is somewhere that either has, or has had, a lot of issues and staff have had to work hard to have the issues dealt with (if they have been as yet)

Touché! 😉

I am inclined to think some of the reasons for them are to be seen to do something, a bit like token environmental initiatives.

Ryanair celebrate International Women's Day (yes I looked it up) whilst having policies that are in my opinion bullying in all but name.

The main problem with networks is that they can facilitate 'performative inclusion' - someone ticks a box by following a network, maybe 'likes' a few articles on the intranet - thinks 'job done'. I think networks are valuable for members, as long as those higher up don't use them as a way of paying lip service to inclusion, rather than being genuinely inclusive.

The equality act does protect against harassment based on race though.

The problem is they don't go far enough. These groups used to be far more about activism and pushing for real change. Discrimination is rife is most (if not all) organisations but now networks do very little activism and are simply a nice way for the company to pretend they give a crap, let their members spend time putting up posters and decorations while still refusing the address the gender pay gap, make the workplace truly accessible or tackle racial bullying.

@EBearhug Does that need a formal "staff network" ?

Do you accept that some of the 'staff networks' in large organisations
are turning out to be rather expensive for their employers ?

(Sussex University, Open University, NHS Fife, Cambridge County Council, more to come)

I know a couple of people like that, at work.

They’ve got a job for life with all that bullshit.

The idea that there is absolutely no prejudice in your workplace makes it very special and unusual - can you share which company this is?

back chatting with others in an exclusive group is not the solution.

Why do you think it's back-chatting? Maybe it's, "I've been in this situation and it doesn't feel right, but I'm not sure if it's worth going to HR about it."
"Yes, it sounds like it could be a problem. Do you want some guidance in how to raise it?"

It's a poorly run set up if people are giving so much time to their network in place of work. Everywhere I have been, it's been clear this isn't okay; it's on top of your normal work. There's been flexibility around it; fine to have a meeting about it at 10:00, as long as you're not missing a client meeting or deadline for it, and as long as you do you 40 hours a week (or whatever you're contracted to do.)

As a BAME person, I still face micro aggressions at work. The company talks the big talk about inclusivity but really they expect conformity. My multiculture network is a safe space to talk about it.

The company pays you to conform to its rules and regulations.
If there are racist behaviours going on, raise it with HR,
back chatting with others in an exclusive group is not the solution.

There is no legal right to not be offended by the actions of others.
"safe spaces" are for those too immature to get on with what actually matters.

Sounds more interesting than her day job. Perhaps that's much of the appeal?

I have found it useful to be part if the parent and carer network at times tbh.

But on the flip side, i’m aware of a couple of colleagues who ‘run’ some of these networks and use it as an excuse to do fuck all actual work.