At Greenbrier, employee resource groups serve as a 'tool to celebrate diversity'
11/8/2024
By Bridget Dean, Associate Editor
In 2020, the leadership team at The Greenbrier Cos. created and shared with employees the firm's commitment to supporting inclusion, diversity, equity, access and leadership – or, as Greenbrier officials characterize it, the IDEAL commitment.
IDEAL is rooted in what Greenbrier officials consider a core company value: respect for people. In part, the commitment is made manifest in the company’s employee resource groups (ERGs).
Typically formed and led by employees who share similar interests or characteristics, ERGs meet to discuss a range of topics and issues – and to connect for fellowship.
“ERGs serve as a tool to celebrate diversity at Greenbrier,” says Denise Mora, who serves as diversity, equity and inclusion specialist for the rail-car manufacturer, which also provides rail-car management, leasing and maintenance services. “[They] are created by employees, for employees.”
In 2022, Greenbrier (GBX) established a goal to develop two ERGs.
“Employees actually launched six,” Mora says. “There were six that were created in 2022 and two that were created in 2023.”
The eight ERGs are titled or represent: African American employees; Emerging Leaders; GBX Vets; GBXcels Women’s Leadership; Hispanic employees; Mental Well-being; Second Chance, which supports employees who have been in the criminal justice system; and True Colors LGBT+ and Allies.
To help employees get started, Greenbrier leadership developed an ERG framework, including help with defining purpose and organizational structure.
Each group is helmed by two co-leaders with additional support from an executive sponsor. Co-leaders ensure the ERG remains active and supports events and meetings that align with the group’s mission and objectives, says Mora. Executive sponsors serve as advocates, coaches and strategy advisors.
The ERGs primarily meet virtually to accommodate members across the country. The meetings are also open to any employee; employees can join if they have a connection to the ERG, or if they want to learn more about the diversity dimension.
The ERGs also collaborate, and host joint meetings and events. For example, Greenbrier hosted an ERG leadership certification training in July 2023 to equip ERG leaders with the tools and guidance to develop successful and impactful groups.
GBXcels and True Colors also co-hosted an event with four-time Grammy winner Cheryl Pawelski, who encouraged attendees to find their voice and remain confident as they work toward their goals. As a leading female record producer who identifies with the LGBT+ community, Pawelski provided insight into discrimination she faced earlier in her career and guidance into finding a community and allies, Mora says.
Bringing in guest speakers is a key part of the professional development component within each ERG, Mora says.
“In 2023, our GBXcels women’s leadership ERG hosted Lida Citroen. She is an executive coach and a personal branding expert, and she came to present to the ERG about career development tools,” Mora says. “So, she offered guidance on how to build and promote personal branding, which included leadership presence and touched on how to gain career success,” she says.
Meanwhile, the Hispanic ERG recently hosted Greenbrier board member Antonio Garza, counsel in the Mexico City office of laws firm White & Case LLP, for a Q&A session to share his perspective as a Hispanic leader on career growth and professional development.
Discussion and sharing experiences are also part of the ERG programming. Formed in 2022, the Emerging Leaders ERG aims to help younger rail professionals at Greenbrier understand how the railroad industry operates and get them connected with mentors and resources.
“I think a lot of people who work within the rail industry have been in the industry for, what, 10, 20, 30 years,” Mora says. “We want to ensure that we’re providing the same amount of support ... to younger professionals who are joining the industry to succeed.”
Emerging Leaders also provides a forum for experienced Greenbrier employees to share their insights.
When new employees or outside organizations learn Greenbrier has eight employee-led ERGs, it can give them pause “in a positive way,” Mora says.
“From a leadership standpoint, our ERGs are very well supported from the top down,” she adds. “These groups create a safe space for people to ask questions and, I think, from an executive leadership standpoint, also allow executives and other leaders to learn more about the employees that are working throughout the organization at levels that they may not have been able to learn about.”
