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Check out the latest Staffmark timely articles, news, and stay informed about our latest innovations, awards, service lines, and more.
News + Events
Check out the latest Staffmark timely articles, news, and stay informed about our latest innovations, awards, service lines, and more.
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Cincinnati, OH, December 8, 2025
Belonging in Action
How Staffmark Group Builds Stronger Workplaces Through Business Resource Groups
By Ashley Oliver, Esq., CDR, Director of Inclusion and Belonging, Staffmark Group
Creating workplaces where people feel seen, valued, and supported is more than a philosophy at Staffmark Group. It is the way we operate every day. As our workforce has become more remote and hybrid, we noticed something many companies have felt too. A sense of belonging can easily fade without intentional effort. That is why our Business Resource Groups, or BRGs, have become such an important part of who we are as an organization.
BRGs are often described as affinity groups or communities of employees who share a common identity, background, or interest. I like to describe them more simply. They are spaces where people can take a breath during the workday, connect with others who understand their experiences, and be part of something meaningful. At Staffmark Group they are also a strategic investment in the well-being and success of our people and our business.
Today, about 23 percent of our employees participate in a BRG. Many more engage through events and educational programs even if they are not official members. The interest and energy around these groups are a direct reflection of the value they bring.
A BRG Model Built on Intention
When we set out to design our BRG structure, we looked closely at what worked well at other companies. There are many models across the Fortune 500, and each has strengths. What mattered most to us was creating something authentic to Staffmark Group.
First, we made sure our BRGs were supported from the top. Every BRG has a C-level executive sponsor who advocates for the group, ensures that its needs are heard, and helps connect its work to broader business goals. This leadership involvement signals that our BRGs are not side projects, but essential parts of our culture.
Second, we committed real resources. Our BRGs are funded by the business, which gives them the ability to deliver meaningful programming. This includes community partnerships, career development opportunities, educational sessions, and initiatives that address the unique needs of the communities they serve.
Third, and most importantly, our BRGs are employee led. Every one of our eight groups began with people who came forward and said, “I am willing to build this.” That grassroots energy matters. BRGs only work when employees believe in what they are creating and feel ownership over the experience.
What BRGs Look Like at Staffmark Group
Our eight BRGs reflect the diversity of our people and the communities we serve. Each group focuses on a specific set of needs and opportunities, and each contributes to the business in its own way:
- Black Alliance Supporting the growth and development of employees of African or Black heritage while expanding community involvement.
- H.O.L.A. Alliance Empowering Hispanic and Latinx employees through engagement and professional development.
- Interfaith Alliance Creating a respectful environment where diverse religious practices are understood and embraced.
- PRISM Alliance Building inclusion for LGBTQIA+ employees and allies and advancing opportunities for career growth.
- R.I.S.E. Alliance Advocating for marginalized communities and supporting individuals across all ages, health statuses, and justice-involved backgrounds.
- Wellness Alliance Focusing on the physical, mental, and emotional well-being of our workforce.
- Women Alliance Providing mentorship, resources, and support for women at every career stage.
- Military Alliance Supporting military members and veterans, including SkillBridge internships and our Operation: Hired program.
Across these groups, members meet regularly, host events, develop educational content, and partner with community organizations. Last year alone, our BRGs held more than 85 events and partnered with over 30 organizations. Their work led to real change, such as creating faith and cultural educational guides, adding chosen-name functionality to key systems, providing resume support for women in halfway houses, and expanding inclusive hiring programs.
None of this is possible without the passion of the employees who lead and participate in these groups. Their commitment shows up in every mentoring conversation, every training session, and every new idea that pushes us forward.
Why BRGs Make a Business Stronger
BRGs play a critical role in supporting employees, but they also strengthen the business. Employees who participate in BRGs consistently report that they feel more connected, supported, and invested in their work. They build trust, find community, and often discover leadership opportunities they may not have pursued otherwise.
BRGs also spark insights that shape how we serve clients and talent. They help us think more critically about inclusive hiring, accessible processes, and the diverse needs of our workforce. When employees are empowered to use their voices, the entire organization benefits.
Advice for Businesses Ready to Start Their Own BRGs
If your company is considering introducing BRGs, here are a few lessons from our journey.
- Start with your people, not the structure.
Do not create a BRG until you have employees who are excited to lead it. Interest must come from the ground up because authentic energy is what carries a BRG forward. - Do your homework.
Spend time researching different BRG models, from small organizations to large corporations. Identify what aligns with your culture and what your employees actually need. - Build a simple charter.
Every BRG should have clarity about its purpose, target community, and goals. A charter does not need to be complex. It only needs to be clear. - Secure leadership sponsorship.
Executive sponsors help BRGs gain visibility, navigate challenges, and stay aligned with business priorities. - Support BRGs with time and resources.
Employees need space in their workday to participate. They also need modest funding to create valuable programming. - Focus on community and impact.
BRGs are not social clubs. They are places where real growth, advocacy, and learning happen. Encourage groups to host educational events, partner with community organizations, and identify opportunities to improve the workplace.
Building a Culture Where Everyone Belongs
BRGs are not the only way we foster inclusion at Staffmark Group. They are part of a wider ecosystem that includes education, partnerships, inclusive recruiting practices, and talent development programs. When all these efforts work together, they create an environment where every person feels welcome and empowered to thrive.
The real measure of success is not how many BRGs we have, but how deeply people feel connected. That is what drives us, and that is why we will continue investing in belonging across every part of our organization.
If you are exploring BRGs in your own workplace, I hope our experience gives you a place to start. Belonging does not happen by accident. It grows when people come together with purpose, curiosity, and care. At Staffmark Group, I am proud to see that happening every day.
