Support and Advocacy: How Employee Affinity Groups Enrich Our University Community

(SARATOGA SPRINGS, NY — June 5, 2025) Often informally, workplaces give rise to connections among colleagues who share commonalities, which sparked discussions surrounding employee affinity groups (EAGs) at Empire State University. Seeing how such groups had naturally formed, the Office of Diversity, Equity, and Inclusion (ODEI) formally established affinity groups to promote connection, support, and belonging among university employees in 2024.

“The decision to formalize EAGs … reflects SUNY Empire’s commitment to creating an inclusive and equitable work environment. ODEI now provides dedicated resources and support to ensure these groups are empowered to thrive and contribute meaningfully to the university community,” says Ade Byron, program manager for the ODEI.

The ODEI defines EAGs as “voluntary, employee-led teams within organizations that share a common identity, interest, background or goal.” Their value is evidenced through increased employee productivity, improved recruitment outcomes, and higher employee retention rates.

The benefits of EAGs are many, including fostering open dialogue, empowering employees to feel authentically themselves at work, and facilitating resource-sharing as well as cross-campus collaboration. “EAGs are helping to strengthen our institutional culture by promoting inclusion, visibility, and building a university community that centers intentional community and belonging,” comments Byron.

At Empire State University, EAGs have brought forth important conversations that spark authentic connection and deepen the university community’s understanding of the experiences of those who form it. Byron speaks to an event hosted by the NeuroDiverse Collective, which “sparked deep engagement—people shared personal stories, exchanged valuable resources, and began building a collective understanding of the experiences of neurodiverse colleagues and students. It was a powerful moment of connection, learning, and empathy, and a great example of how Employee Affinity Groups can help shift culture and foster inclusion.”

The ODEI encourages interested employees to join an existing EAG or form one of their own. The application can be found on their webpage. They also have created an interest form with suggestions for new groups that have been recommended by employees. In the same form, employees can propose additional EAG ideas.

“EAGs are truly open, welcoming spaces that thrive on connection, shared experiences, and community. If you’re thinking about starting a group—even if you only know one other person who shares your interest—I encourage you to go for it. ODEI is here to support you,” says Byron.

Pamela Doran, digital accessibility coordinator at Empire State University, is a co-convenor of the NeuroDiverse Collective, along with Andrea Piazza, assistant director of accessibility resources and services. Doran said, “The Neurodiverse Affinity Group at SUNY Empire creates space for connection, understanding, and advocacy. It reminds me that neurodivergent perspectives are not only welcome here but also essential to our growth as a community. This group helps build a culture where everyone can contribute authentically and thrive.”

The ODEI has curated a list of guidelines for EAGs, which aim to help employees structure the group while following the university’s policies and procedures. “Whether you’re looking to build belonging, share experiences, or be a part of an inclusive workplace community, EAGs are a powerful and rewarding way to get involved,” Byron says.