Building Inclusive Communities: Get to Know NIH Employee Resource Groups for National ERG Day
Did you know that NIH has 12 Employee Resource Groups (ERGS)? ERGs are non-union, voluntary employee organizations centered around a common interest and led by fellow employees.
In celebration of National ERG Day on November 17, the NIH Office of Equity, Diversity, and Inclusion (EDI) is proud to highlight three remarkable ERGs that have made significant contributions to fostering belonging for their members. PRIDE@NIEHS, Federally Employed Women (FEW), and the NIH Neurodiversity Group are led by dedicated individuals who are passionate about ensuring that the NIH is a welcoming workplace for their respective communities and creating safe spaces where employees can thrive.
PRIDE@NIEHS: Advocating for LGBTQI+ Visibility and Inclusion
Led by Carlos Guardia, Ph.D., a Stadtman Tenure-Track Investigator and NIH Distinguished Scholar, PRIDE@NIEHS serves as a beacon for LGBTQI+ employees and allies at the National Institute of Environmental Health Sciences (NIEHS) campus in North Carolina. For Dr. Guardia, leading this ERG is deeply personal. PRIDE@NIEHS hosts numerous activities for employees, including educational seminars, panel discussions, and community-building events such as book clubs and Pride Month celebrations.
Dr. Guardia emphasizes the ERG’s transformative impact on the NIEHS community. By providing a platform where LGBTQI+ voices are acknowledged and respected, PRIDE@NIEHS fosters a culture of belonging. PRIDE@NIEHS also collaborates with other NIH campuses and builds bridges that strengthen the LGBTQI+ community across NIH. To join PRIDE@NIEHS, please send an email to PRIDE-NIEHS-L@list.nih.gov.
FEW: Empowering Women in Government
Tammie Edwards, Director of NIH’s Division of Amenities and Transportation Services, leads the Bethesda chapter of FEW as Chapter President. FEW promotes equality and opportunity for women in the federal workforce by offering a supportive network where women can access personal and professional development resources.
Ms. Edwards reflects on her experience as a FEW leader by noting how the ERG has enabled her contributions to a strong, collaborative community. Through FEW’s targeted training programs, women at NIH and beyond can gain the tools needed to overcome challenges in the workplace while the ERG advocates for a larger cultural shift toward inclusivity. Ms. Edwards is proud to witness FEW’s impact – not just on individual members, but on NIH’s overall workplace culture, where diverse perspectives are increasingly valued. To join FEW, contact Ms. Edwards at edwartam@mail.nih.gov.
The NIH Neurodiversity Group: Creating a Space for Neurodivergent Voices
The NIH Neurodiversity Group, established in 2019, is co-chaired by Devora McCoy and designed to support neurodivergent employees at NIH. Officially recognized by EDI in February 2024, the group now has over 250 members and continues to grow. Its mission is to provide a peer support network for neurodivergent employees by allowing them to share their perspectives and discuss issues important to their community.
Ms. McCoy highlights the importance of cultivating a safe space for neurodivergent employees to advocate for their needs. “With quarterly meetings and Lunch & Learn events featuring guest speakers, the NIH Neurodiversity Group addresses crucial topics such as health disparities within the neurodivergent community and strategies for organizational support in the workplace. Through these efforts, the ERG empowers neurodivergent employees and fosters a more inclusive environment at NIH. To learn more or join the group, please email NIHNeurodiversityGroup@mail.nih.gov.
Celebrating ERGs at NIH
On National ERG Day, we celebrate the vital work of all our ERGs. These groups and the leaders who guide them play an essential role at the NIH by ensuring that all employees feel valued, respected, and supported. Please visit Employee Resource Groups to learn more about existing ERGs, and to discover the steps to start a new ERG if you are interested.
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