My Research in Support of CRGs

My dissertation, "The Perceived Impact of Membership in African American Fraternities and Sororities on the Collegiate Experience and Persistence at a Predominantly White Institution: A Phenomenological Study," offers invaluable insights that can significantly support and advocate for the formation of Corporate Resource Groups (CRGs) within organizational settings.

Firstly, the dissertation delves into the profound impact of affiliation with culturally relevant groups, specifically African American fraternities and sororities, on the collegiate experience within predominantly white institutions. The study's findings emphasize the positive effects of these affiliations on persistence, belonging, support systems, and overall engagement among students. Drawing parallels, CRGs within corporate environments serve as analogous platforms, fostering a sense of belonging, support, and community among employees who share common identities, backgrounds, or interests.

Moreover, the dissertation's exploration of how membership in African American fraternities and sororities positively influences the collegiate experience echoes the potential benefits of CRGs in the workplace. Just as these collegiate organizations create spaces for connection, mentorship, and personal development, CRGs facilitate similar opportunities for employees to network, seek mentorship, advocate for inclusion, and access professional development resources.

Furthermore, the dissertation highlights the importance of these culturally affiliated collegiate groups in promoting diversity, equity, and inclusion within academic settings. These organizations often serve as advocates for underrepresented groups, fostering a culture of respect, understanding, and appreciation for diversity. Similarly, CRGs contribute significantly to fostering a diverse and inclusive workplace culture within organizations by amplifying the voices and perspectives of marginalized groups, promoting equity in career development, and driving organizational change.

In addition, the research conducted in the dissertation revealed the significance of supportive networks and communities within the collegiate landscape. It emphasizes how these affiliations provide essential support systems, mentorship, and a sense of identity affirmation, ultimately contributing to students' overall success. This concept aligns closely with the role of CRGs in the corporate sphere, where they provide a supportive network, foster mentorship opportunities, and create an environment where employees can thrive and succeed.

Furthermore, the findings and themes explored in the research underscore the importance of listening to and valuing diverse voices and experiences. CRGs act as platforms where the perspectives and insights of underrepresented groups are acknowledged, respected, and integrated into organizational practices, policies, and decision-making processes.

In conclusion, the dissertation's emphasis on the positive impact of culturally affiliated groups within the collegiate experience provides a strong foundation and compelling argument to support the formation and advocacy of Corporate Resource Groups within organizational settings. These groups serve as catalysts for fostering inclusion, equity, support, and professional development among employees, ultimately contributing to a more diverse, inclusive, and thriving workplace environment.