This interview is part of a recurring feature — “How Does It Work?” — spotlighting operational or administrative departments, teams or processes you might not know about, but who keep the Drexel cogs moving each and every day!
Providing a safe and welcoming space for faculty and professional staff who come from historically underrepresented communities, or who share common experiences and challenges, to connect with one another helps to foster a culture of inclusion and belonging at Drexel University. Roxzine Scott, program manager in the Office for Institutional Equity and Inclusive Culture, recently broke down how Colleague Resource Groups (CRGs) function at Drexel and shared insights from members of the four existing Drexel CRGs.
Q: What is the purpose of a Colleague Resource Group?
A: Colleague Resource Groups foster a culture of inclusion and sense of belonging. At Drexel, CRGs are voluntary, employee-initiated groups of faculty and professional staff who share common interests, issues, backgrounds, characteristics or pursuits (other organizations may call these “affinity groups” or “employee resource groups”). CRGs enhance feelings of connectedness and provide opportunities for employees to seek and offer support to one another, and to learn, socialize and network with each other.
Q: What are the benefits of joining a Colleague Resource Group?
A: Colleague Resource Groups provide opportunities for the diverse population of Drexel University’s faculty and professional staff to gather socially and share ideas and similar interests. Every Drexel employee has the right to feel safe, supported and appreciated, regardless of their interests, appearance, race, gender identity, etc. CRGs help provide that space — and a place where one can show up as their authentic self without having to explain — where people can just be! CRGs also promote awareness and education to the broader Drexel community through programming in partnership with other areas on campus.
Q: How do Colleague Resource Groups work? Break down the process of starting one and leading one.
A: CRGs are voluntary and are initiated and led by employees. Each Colleague Resource Group shares a common cause, has a set structure and has a mission in tandem with a set of goals they are committed to achieve.
To have a CRG officially recognized by Drexel, two or more facilitators must submit a CRG request describing the proposed group, its mission and objectives, and its structure to the Office for Institutional Equity and Inclusive Culture (EIC), which oversees the CRG process. Any faculty or professional staff member can apply to form a CRG; guidelines on how to do so are posted on the EIC website. Requests are reviewed by EIC on a rolling basis. Before being acknowledged as an official Drexel CRG, the facilitators will be asked to meet with EIC representatives to discuss their vision, mission and goals for the group.
The CRG Guidelines describe in greater detail the responsibilities and expectations of Colleague Resources Groups and their facilitators, executive sponsorship, factors that influence whether a CRG will be approved and the role of EIC in providing oversight of the process.
Q: What’s one thing you want other Drexel employees to know about Colleague Resource Groups?
A: Employees who identify as part of an underrepresented group on campus may often feel undervalued or even judged at work, which can negatively impact their well-being as well as their performance. Those negative feelings, if not addressed, could lead to stress, depression and/or anxiety. And when stress exceeds one's ability to cope, it can cause health issues.
Drexel CRGs play a key role in creating a safe space for employees who identify as part of a marginalized or underrepresented group. CRGs are known for promoting positive conversations that help to educate not only their members but the entire Drexel community. CRGs also act as support groups by providing acceptance and camaraderie.
Q: Where can folks go to get more information about Colleague Resource Groups?
A: You can learn more about CRGs on the EIC website. Currently there are four active groups: BEAD (Black Employees at Drexel), Bievenidos Hispanic/Latino Faculty & Professional Staff Association, LGBTQA+ Faculty and Professional Staff Network, and Veterans.
In addition, a brand-new group — the Neurodivergent Employee Colleague Resource Group — is launching this spring! This group aims to provide a space and community for Drexel faculty and staff who identify as neurodivergent (e.g., autism, ADHD, Tourette’s, dyslexia, etc.), and it will be hosting its first event, an Employee Panel Discussion and Luncheon, on April 13 at noon, featuring Drexel employees sharing their experiences to raise awareness about neurodivergence. All members of the Drexel community are invited to attend this event in Skyview on the 6th Floor of MacAlister Hall (3250 Chestnut St.). Lunch will be provided. Please RSVP by April 7 to attend.
Another new CRG is in development for faculty and professional staff of Asian/Pacific Islander descent.
If you are interested in joining one of the existing Colleague Resource Groups, please complete this short form.
Meanwhile, the Veterans CRG is looking for new members interested in serving in leadership roles; for more information about the group, please contact Rebecca Weidensaul at rebecca@drexel.edu to learn more about past activities and structure.
Q: What does being a member of a Colleague Resource Group mean to you?
A: We asked representatives from the four existing Drexel CRGs to share some thoughts.
Bernetta Millonde, executive director of the Center for Inclusive Education and Scholarship, and student liaison for BEAD:
“Being a part of a Colleague Resource Group, Black Employees at Drexel (BEAD), is empowering because I have a space where I can show up as my most authentic self, proudly own my narrative and contributions to the University and be in community with others who demonstrate what Black excellence looks like.”
Pablo Molina, DLS, chief information security officer and president of Bienvenidos Hispanic/Latino Faculty & Professional Staff Association:
“All of us at Bienvenidos are key contributors to the diversity, equity and inclusion goals of Drexel University. It is our unwavering commitment, our passion and our willingness to volunteer our time and knowledge about Hispanic and Latino affairs that makes a difference. We make our minority students feel more comfortable and better understood. We make our mainstream students more culturally diverse and socially aware. We make our faculty and staff members feel welcome. We inspire others to welcome and treasure the views of others. After all, 'bienvenidos' is Spanish for 'welcome.'”
Giuseppe G. Salomone, PhD, assistant vice president, University registrar, and president of the LGBTQA+ Faculty & Professional Staff Network:
“The LGBTQA+ Faculty & Professional Staff Network is a group of faculty and staff linked by a common purpose, ideology and interest in helping the LGBTQA+ community. Affinity groups can play a vital role in ensuring an inclusive environment where all are valued, included and empowered to succeed.
Our group provides a collective voice for faculty and staff with common interests, and we are affiliated with and can receive support from various stakeholders across the University. Being a member, you can play a vital role in ensuring an inclusive environment where all are valued, included, and empowered to succeed at Drexel University. Membership and involvement can be demonstrated in various ways, from social gatherings to policy enhancements and improvements for our LGBTQA+ faculty and staff. Get involved and let your voice be heard, be proud, powerful, and present. #DrexelPride #QueerPower”
Rebecca Weidensaul, PhD, assistant vice president of Student Life, on the Veterans CRG:
“As the director of the Center for Military and Veteran Services at Drexel, I know how valuable the Veteran Colleague Resource Group is to creating a military-friendly campus community. The ecosystem of support for military-connected Dragons can be as deep and wide as we imagine and create it to be; the more layers of support and engagement for this community, the greater the sense of purpose and belonging for its members. Over the years, Veterans CRG members have served as advocates, mentors, content experts on programming and participants at CMVS events. As an employee, I think it is great to know that the institution recognizes and appreciates our many identities and how engagement through these communities can add layers of humanity and pride to the workplace.”