Abstract
Few scholars have paid attention to the activity of employee resource groups. Current studies on employee resource groups have shown how the groups demonstrate positive outcomes for retention of minorities in managerial positions and how these groups help companies become more equitable places of employment. Given the current reemergence of employee resource groups in a climate of social justice, it is imperative to analyze how participation in business resource groups affects job satisfaction for the various identities they represent. This research examined the association between participation in employee resource groups and employee perception of job satisfaction. A total of 56 responses were collected with both quantitative and qualitative data. This study also analyzed the common themes from the open-ended question on the survey in order to give light to the respondents’ sentiments in their own words. The responses obtained demonstrate that these employee resource groups do contribute to a sense of community and belonging to the organization. I employ the Social Identity Theory (SIT) framework complemented by an intersectional analysis with the hopes of demystifying individual-level outcomes of organizational-level initiatives in regards to diversity and inclusion.