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Purpose This case study aims to demonstrate how the Greater Leadership Opportunities for Women (GLOW) Mayo Clinic Employee Resource Groups (MERG) has positively impacted leadership development focusing on growth, resilience, inspiration and tenacity (GRIT) and increased advancement for female leaders at Mayo Clinic. It will also establish how the innovative utilization of employee resource groups can positively impact the development of leaders within an institution in general and specially can enhance behaviors related to GRIT. Design/methodology/approach This case study design was used to measure the impact of the GLOW MERG’s interventions through qualitative and quantitative approaches that highlight both process and outcome to increase study validity through complementarity, which “seeks elaboration, enhancement, illustration, clarification of the results from one method with the results from another” (Greene, et al., 1989, p. 259) as well as completeness and context (Onghena et al., 2019; Schoonenboom and Johnson, 2017; Bryman, 2006). Learning outcomes (knowledge), skill accomplishments and attitude development were evaluated within two weeks after each session and annually through standardized surveys sent to participants via email. The surveys were designed to capture key information about the sessions, including the impact of the session content, the willingness and ability of attendees to apply the learning and identification of opportunities for improvement in session design and delivery, as well as measure satisfaction with the activities offered, the frequency and method(s) of communication, barriers to session attendance and particular topics or speakers of interest to members (Appendix 1). Response options included dichotomous scales, Likert-type scales, multi-select and free text. This provided a voluntary response sampling, as post-session surveys were sent to all session attendees and annual surveys were sent to all GLOW MERG members, which allowed individuals to choose if they would respond to the surveys (Creswell and Creswell, 2018). To foster an environment of continuous improvement, plan-do-study-act (PDSA) cycles (Langley et al., 2009) were conducted after every survey by the event planning team and the GLOW MERG Board. Interventions were tested, reviewed and discussed during monthly board meetings and event planning. Improvements were made and results were shared with key stakeholders through regular communication channels. Additionally, 30 past and present GLOW MERG leaders were surveyed to measure their perceived impact of participation in the GLOW MERG interventions using dichotomous scales, multi-select and free text responses (Appendix 2). This targeted purposive sample was selected because of their high level of engagement with the MERG to provide a retrospective evaluation of the success of the GLOW MERG, and its interventions for career advancement related to the development of GRIT attributes, knowledge and skills resulting in career advancement for those who are/have been highly engaged with the MERG. Findings The results spanning the past few years of GLOW MERG interventions has shown that the GLOW MERG has been successful in providing targeted educational events that address the GRIT knowledge, skills and attributes, needed for female health-care leaders to be successful in developing GRIT capabilities. By staying true to its mission and vision, the GLOW MERG has been able to promote, educate and empower female leaders at Mayo Clinic while actively breaking down the barriers that can prevent women from obtaining leadership positions. Research limitations/implications There are several limitations with this case study’s data collection and sampling methods. First, the post-session and annual survey sampling was based mainly on ease of access, with responses obtained from respondents who are more likely to volunteer or those with the strongest opinions. This allowed for potential bias as responses may not be representative of all GLOW MERG member opinions. Furthermore, the purposive sample of present and past GLOW MERG leaders was also subject to volunteer bias and may not have be representative of the GLOW MERG population. Additionally, the case study examined the practices of only one site and MERG group and may not be representative of all sites or employee resources groups. Practical implications The interventions implemented by the GLOW MERG to assist women with developing GRIT knowledge, skills and attributes – barriers women often face in leadership roles – were tested, reviewed and discussed during monthly board meetings and event planning. PDSA cycles were conducted, improvements were made and results were shared with key stakeholders through regular communication channels (Langley et al., 2009). Key lessons learned from these assessments include: One size does not fit all for leadership development. GLOW members have a wide variety of backgrounds, skills and experiences. Repetition is important in the development of GRIT knowledge, skills and attributes associated with GRIT. A one-time event provides attendees with an information overview and the steps to start developing a new skill but no dedicated time to practice and implement that skill. Originality/value The innovative utilization of employee resource groups can positively impact the development of leaders within an institution in general and specially can enhance behaviors related to GRIT.

Purpose Drawing upon the theoretical concept of social identities, the purpose of this paper is to investigate if an aboriginal employee resource group (ERG) helps to improve connectedness between the participants of the ERG and the organization in a Canadian context. Design/methodology/approach Qualitative research was used to interview 13 members of this ERG situated within a large Canadian bank. Findings The ERG created a positive experience for its members. It provided a bridge between the aboriginal identity and the organizational identity. Those who were part of the ERG felt that it encouraged them to bond to their cultural identity and that it also generated affirmative connections to the organization. Practical implications For employers seeking a more diverse workforce who have struggled with retaining employees from marginalized groups, ERGs may prove helpful. Originality/value This study posits a theoretical perspective of how ERGs are able to connect minority members to organizations through the recognition of dual identities. This is also the first study to examine the benefits of an aboriginal ERG.

This study investigates the impact of social media-related microbreaks on the resource recovery of employees. Specifically, we examined whether or not the brief, hedonic use of social media through algorithmic videos could fully replenish resources, such as vigor and fatigue, that are depleted after performing clerical tasks. We also compared this form of recovery to other established microbreak activities. We used a pre-registered, mixed-method experimental design to collect data from 308 employees. A series of mixed-method ANOVA tests complemented by quadratic linear contrast terms and post-hoc analyses were performed to test hypotheses and address research questions. The findings indicate that although social media microbreaks offer a certain degree of resource replenishment, they do not provide full recovery, particularly regarding fatigue. Social media facilitate a reasonable psychological detachment but fall short in other recovery experiences. Notably, exposure to nature yielded more beneficial results. The study contributes novel insights to a field primarily focused on the negative impacts of excessive social media use and suggests that rational and brief usage can be advantageous for employee well-being.

[...]only 7% of employers report offering low-wage workers any type of financial subsidy for health benefits. 4 As a result, low-wage workers may need to spend a disproportionately greater percentage of their income on health care5 to achieve equitable health outcomes. In the health care services setting, low-wage workers may also be challenged by unmet health-related social needs, health benefits access concerns, health and health benefits literacy limitations, implicit bias exhibited by clinicians, and medical mistrust.6 Chronic stress7 and weathering8 experienced by many lowwage workers may also exacerbate health issues, particularly among minority populations. Whereas focus groups may be more practical in smaller, single-site studies, for larger and geographically dispersed populations, surveys likely provide the most efficient and scalable means for data collection from low-wage workers. Bruce W. Sherman https://orcid.org/0000-0002-0659-2129 CONFLICTS OF INTEREST B. W. Sherman reports receiving honoraria or consulting fees from Merck, Amgen, Lilly, Compass Pathways, Pittsburgh Business Group on Health, National Alliance of Healthcare Purchaser Coalitions, American Heart Association, and the National Pharmaceutical Council.

Purpose The purpose of this paper is to demonstrate that employee resource groups (ERGs) are a valuable addition to organizations and should be an important focus of research, particularly given the diversity and inclusion challenges faced by many businesses and communities today. Design/methodology/approach The authors review the ERG literature, develop a theoretical framework using social identity theory (SIT) and suggest research directions. Findings ERGs represent a fairly unexplored area of research. Using SIT, a series of propositions is presented for research into ERG effects on individual, group and organizational outcomes. Research limitations/implications ERGs have impact beyond the topics explored using SIT. As ERGs become more prominent, there is ample room to conduct empirical research to learn more about the underlying process by which ERGs are affecting identity and employee integration (or lack of) into groups and organizations. Originality/value Despite their prevalence in the business world, there has been a scarce amount of theorizing and research focused on ERGs. To help facilitate the development of this work, the authors introduce a theoretical framework using SIT, as well as propositions that can serve to spur additional research on a critical topic for today's businesses.

Most scholarship on corporate political activity assumes that market forces wholly motivate firms’ political strategies. However, this conventional wisdom overlooks the role of employee groups in encouraging corporate activism. To evaluate whether employee groups are associated with firm social activism, we gathered all public statements in support of LGBT rights made by the five hundred largest publicly-traded US corporations from 2011 to 2017. In an exploratory observational analysis, we found robust evidence that in highly-educated workforces LGBT employee groups persuade management to take public stances in support of LGBT rights. Our findings suggest that internal pressure promotes activism on LGBT issues, and market, political, or social forces are insufficient to fully explain firm social activism. Although each does play an important role, since employee groups will use political, social, and especially market-based arguments to convince their managers to engage in activism.

We sought to examine predictors of psychological distress among employees as well as the level of awareness and usage of available mental health resources by employees through their own organizations. The Malaysian Healthiest Workplace survey cross-sectional dataset was used to explore the association between psychological distress, a range of health conditions, as well as mental health resource awareness and usage in a sample of 11,356 working Malaysian adults. A multivariate logistic regression was conducted to determine predictors of high psychological distress. Comorbid illnesses that were associated with psychological distress were mental illness (OR 6.7, 95% CI 4.39–10.14, p = 0.001), heart conditions (OR 2.17, 95% CI 1.18–3.99, p = 0.012), migraines (OR 1.59, 95% CI 1.33–1.90, p = 0.001), bronchial asthma (OR 1.43, 95% CI 1.11–1.85, p = 0.006), and hypertension (OR 1.42, 95% CI 1.07–1.88, p = 0.016) compared to individuals with no comorbid conditions. A total of 14 out of 17 comorbid medical illnesses were associated with elevated levels of psychological distress among employees. Awareness and usage of support services and resources for mental health were associated with lower psychological distress. These findings extend the literature by providing further evidence on the link between chronic illness, occupational type, as well as awareness and use of mental health resources by psychological distress status.

Despite LGBTQ+ employee resource groups having become a commonly recognized initiative in Slovakia, research conducted within these groups in the Central and Eastern European region so far has been lacking. Existing literature from the Global North indicates that the groups and their members aim for a great diversity of objectives. We propose to study LGBTQ+ employee resource groups not only as business-based initiatives driven by human resources development, but also as collective actions within the theoretical framework of modern social movements that emphasize opportunity structures and movement resources. The present case study sheds light on the different levels of objectives aimed at by employee resource groups' members, as they operate in specific organizational environments as well as in a country with widespread hetero/cis-sexism and growing political hostility. The case study indicates that it is the ability to operate at two institutional levels of opportunity structures that allows these groups to mitigate the costs of activism while at the same time allowing their engagement with the LGBTQ+ civil society in the country.

PurposeThis article illustrates the experiences of employee resource group (ERG) members over a two-year period with the aim of understanding the benefits and risks of membership for sexual minority employees.Design/methodology/approachQualitative interview data were collected from seven lesbian, gay or bisexual ERG members following an extreme case approach at two points in time separated by two years.FindingsThree themes of outcomes related to ERG membership emerged from the data. Participants reported both benefits and risks associated with the social and career-related consequences of membership. The role that allies play in providing visibility, legitimacy and support to ERG members also emerged and shifted in importance over the two years between interviews, with ally involvement becoming more important to career outcomes over time.Practical implicationsThis study illuminates potential consequences of supporting ERGs for minority employees, as well as insight into the role of allies in these groups.Originality/valueThis study contributes to the literature by revealing several individual outcomes of a growing form of diversity management practice: ERGs.

Given this, we expand on this focal article by discussing how bidirectional allyship aligns with and diverges from the principles of polyculturalism—namely, its increased emphasis on the interconnectedness of cultures and decreased emphasis on cultural differences—as well as how this kind of allyship can serve as a mechanism through which polycultural organizations can be constructed, supported, and fortified. Bidirectional allyship Bidirectional allyship encapsulates how different social groups, of varying privilege and marginalization, may aid one another in fighting for justice and the rights of their own and each other’s interrelated communities (e.g., Black heterosexual females and cisgender White gay males; Scaramuzzo et al., 2021). The theoretical framework of intersectionality allows for the conceptualization of the relationship between multiple social identities that reflect one’s unique positionality within the interwoven systems of power, unearned privilege, and disadvantage (Carastathis, 2014; Crenshaw, 1989). Even though individual ERGs have their own mission statements and strategies, members of different ERGs may intentionally form these unilateral support systems based on shared experiences of identity-based marginalization to push forth necessary changes to workplace policy and practices, increase fairness across groups, and amplify each group’s voice