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DE&I Resource Center

Retention & Inclusive Culture


Elevating Allyship in the Workplace, CWB Report 2021
This report explores the importance of allyship; its benefit from inclusion; and best practices, including acknowledging privilege, avoiding performative allyship, and overcoming common concerns. We also discuss how to be an ally across many underrepresented groups, including race, gender, sexual orientation, ability, age, and more.

How to Be an LGBTQ+ Ally at Work, emtrain
Navigating LGBTQ+ issues at work can be very difficult, and they are often glossed over by employers. This guide helps you navigate the sometimes intimidating waters of trans sensitivity, derogatory language, and gender neutral language. It includes tips on how to address inappropriate language and how to have conversations about preferred pronouns.

Male Allyship Is About Paying Attention, Harvard Business Review
Many men claim to support gender inclusion and equity, but at the same time, struggle to see gender discrimination and harassment in their day-to-day work. They lack situational awareness, a key element of male gender intelligence (GQ). Start by educating yourself by reading up on gender issues at work and attending gender inclusion events.

Mentorship and Allyship: Navigating Toward Diversity and Inclusion, ADP
If there were ever a time to address allyship and mentorship it’s now. Social unrest in response to blatant injustice, specifically toward the Black community, has moved many organizations to new levels of action toward improving diversity and inclusion within the workforce and in communities where those organizations are operating.

Performative Allyship is in your Workplace. Here’s What to do About It, Forbes
Organizations and leaders were thrown into a state of awareness, when many had the privilege of being “blissfully unaware”. Having this awakening and “lightbulb moment” has created an interest in people moving from awareness of the problem, to education on why it’s happening, to action on what they can do to make it better.

Employee Resource Groups

5 Ways Virtual Employee Resource Groups Can Support Company Culture
Employee resource groups are sources of strength and opportunity for your people and your business. In a time when organizations are struggling to build a remote work culture, virtual employee resource groups can help build a sense of belonging, connection, and community at work — the definition of inclusion.

How to Build an ERG Program, Glassdoor for Employers
Most companies are interested in nurturing a more inclusive environment so that people of all backgrounds feel safe, seen, heard, and valued in the workplace. But inclusive workplaces don’t just happen. “ERGs” are a key way for employees to create the kind of environment they want to work in, and companies that invest in ERGs can get many times the return on investment.

How Employee Resource Groups Help Your Diversity and Inclusion Mission, VentureFizz
Employee Resource Groups are invaluable in an organization’s mission to become a more inclusive employer where all employees feel like they can bring their true self to work. Building these and supporting them will not only help your company culture, but they will also be a wonderful resource while improving diversity and inclusion.

Leading an ERG is Like a Second Job, Protocol
Workers who have led internal groups for Black and brown employees say they’ve gotten little in return for what often amounts to a second job. Companies are starting to pilot compensation programs that come in the form of cash, equity, and career development opportunities. It is a way of acknowledging employees’ contributions that are “equally as important as their day jobs.”

External Affinity Organizations

Athena is a premier women’s advocacy organization that fast tracks women in STEM through leadership development. By transforming scientists and technologists into corporate leaders, the goal is to widen the bridge to advance1 million women in STEM, by 2030. Its 20+ year history of advancing women in a global STEM hub marks Athena as a premier women’s empowerment advocate. Founded in 1998, Athena members feature executives, aspiring leaders, entrepreneurs, and academia from all sectors of life sciences, technology, engineering, mathematics, healthcare, defense, as well as the associated service providers.

American Indian Science and Engineering Society (AISES)
A national organization focused on substantially increasing the representation of American Indians, Alaska Natives, Native Hawaiians, Pacific Islanders, First Nations, and other indigenous peoples of North America in STEM studies and careers. AISES is dedicated to supporting early, mid, and executive professionals in STEM fields through professional development, career opportunities, networking, and research support to mentors who support professionals in STEM.

Association for Women in Science
The mission of AWIS is to support women in all scientific fields and to achieve equity and full participation for women in science, technology, engineering, and mathematics (STEM). By breaking down barriers and creating opportunities, AWIS strives to ensure that women in these fields can achieve their full potential. By joining AWIS, members have opportunities to advance their careers through professional development, mentoring, information sharing, outreach and professional networking in formal and informal social settings.

Atomic Hands
Atomic Hands is committed to increasing public access to science, technology, engineering, and mathematics (STEM) through American Sign Language (ASL) and fostering collaboration and networking opportunities among current and future Deaf STEMists.

Black Women in Science & Engineering (BWISE)
BWISE was founded with the purpose to support and develop underrepresented women by bridging the technical leadership gap through networking, mentorship, and career development.  BWISE consists of women in middle management through senior leadership and entrepreneurship with STEM degrees. The organization provides a platform and a community to share career experiences as well as exposure to emerging technology and industry leaders.

Color of Biotech
An affinity group for professionals of color in the life sciences industry that is financially supported by Biogen, Pfizer, Sanofi Genzyme, Shire and Vertex, Color of Biotech creates a community within Massachusetts’ growing biotechnology sector that fosters collaboration, networking, support, and innovation through BioDiversity networking events. This community fosters and promotes diversity and inclusion as a means to increase both the number of professionals of color in biotechnology and their career satisfaction.

NextGen Leaders Programs have college students and recent graduates with disabilities who have demonstrated talent and leadership in STEM. DiN collaborate with Corporate Partners to prepare for employment through mentorship, networking, and recruiting opportunities and can source talent through the resume database of current NextGen leaders and alumni.

This Resource Center has been created to complement your DE&I initiatives and/or strategies. The links and information included in this Resource Center are suggestions to help you on your individual/company journey and is in no way an exhaustive list of what is available. The vendors listed have not been endorsed by Biocom California.