Business Resource Groups

Business Resource Groups (BRGs) are critical partners in the work the State of Washington does to provide the best possible services to all Washingtonians. Each BRG has specific missions and goals meant to increase employee engagement and retention; amplify and strengthen employee and community voices; to increase diversity, equity, and inclusion in a respectful workplace and apply best practices.

Business Resource Groups (BRGs) – Statewide BRGs are cross-agency, employee-led groups with Executive Sponsors, formed to develop unique missions, visions, goals, charters and bylaws. In consultation with OFM-State HR, BRGs contribute recommendations and feedback to inform statewide business strategies with a focus on issues faced by traditionally marginalized communities.

Diversity, Equity and Inclusion (DEI) – Diversity means the presence of differences, everyone’s unique qualities and attributes. Equity refers to removing barriers to the fair and respectful treatment of all people. Inclusion means that all individuals feel respected, accepted and valued through consistent and intentional effort. For more specific definitions of these terms and how they affect our workforce, please see the Enterprise DEI Foundational Definitions.

Reasonable Access – Appropriate and reasonable resources shall include but are not limited to providing employees who are interested in participating with access during their work hours. Additionally, providing access to resources such as office supplies, transportation, distribution capabilities, meeting spaces and facilities, storage space for promotional materials and teleconferencing technologies for the groups’ work as needed.

BRG-Related Activities – Any meetings, activities, or events hosted by a statewide BRG that are approved by State HR. This includes planning, set up activity and post-event logistics. BRG activities are usually planned and scheduled in advance and reflected on the OFM activity calendar or on the various BRG communications pages.

Employer – For purposes of this policy, “Employer” means any state office or activity of the executive and judicial branches of state government, including state agencies, departments, offices, divisions, boards, commissions, institutions of higher education as defined in RCW 28B.10.016, and correctional and other types of institutions.

Members/Participants – State employees, in consultation with their assigned supervisor, who are granted permission to attend BRG-related activities and/or commit to participation as a BRG committee member or leader and who support the values, principles and activities of the business resource groups. Employees approved for participation in a BRG by their assigned supervisor/manager are assumed to be in good standing.

The purpose of this policy is to outline agency expectations related to supporting and facilitating employee participation in BRG related activities. Employee participation and engagement is vital to fulfill the respective BRG goals and missions, while complying with and advancing the Governor’s Executive Order 21-01, Affirming Washington State Business Resource Groups. The collective voices of employee BRGs help meet the goal of making Washington State an employer of choice.

For represented employees, the collective bargaining agreements (CBAs) supersede specific provisions of agency policies where they conflict.

A. Participation in BRG-related activities is open to all current employees of Washington State who identify as a member of the BRG’s focus community or as an ally. Employee participation in BRG- related activities is considered work-related and a leadership priority. Participating employees shall experience no loss in pay, and shall not be asked to take vacation, sick leave, personal holidays, or other leave time to attend BRG-related activities. Attendance at BRG-related activities shall not result in payment of overtime. Supervisors are encouraged to consider temporary schedule adjustments to support an employee’s participation.

B. Employers are expected to inform new employees about their opportunity to participate in BRG- related activities and where they can find more information.

C. Employers are encouraged to be proactive by planning, approving, and providing resources necessary for their employees to participate in BRG-related activities. Employers should strive for equitable opportunities for all employees to participate, including employees with disabilities who may require reasonable accommodations. No participation request from an employee with a disability shall be arbitrarily denied due to a need for reasonable accommodation.

D. Employee Responsibilities: Employees shall request approval to participate in BRG activities from their supervisor or other agency designee. Employees need not request approval each time they want to attend an event if the supervisor supports their ongoing participation and has agreed on less frequent approval discussions, and if the employee and supervisor are both aware of the schedule of such activities and the amount of time the employee will spend participating. Clear communication between the employee and their supervisor is essential. Employees should proactively plan their participation and assist in developing coverage plans based on BRG activity calendars and their own expected workloads at those times.

E. Requests to participate should not be arbitrarily denied; time spent attending BRG-related activities is to be considered part of their workday. In supporting employee BRG participation, supervisors will need to discuss work expectations and adequate coverage with employees who are interested in participating in BRG-related activities.

F. OFM-State HR will partner with agencies to work through and resolve issues where concerns related to employee participation in BRG-related activities may arise.

This policy is intended to cover business resource groups that will be established in the future as well as those listed here.

1. Blacks United in Leadership and Diversity (BUILD)
2. Disability Inclusion Network (DIN)
3. Hawaiians, Asians, and Pacific Islanders Promoting an Empowerment Network (HAPPEN)
4. Latino Leadership Network (LLN)
5. Rainbow Alliance and Inclusion Network (RAIN)
6. SOVEREIGN
7. Veteran Employee Resource Group (VERG)
8. Washington Immigrant Network (WIN)

A. Forms

Interpreter Request Form

B. Guidelines

EO 21-01: Business Resource Groups
Directive 16-11: LGBTQ Inclusion and Safe Places Initiative
EO 19-01: Veteran and Military Family Transition and Readiness Support
EO 13-02: Improving Employment Opportunities and Outcomes for People with Disabilities in State Government

C. Other Resources

OFM BRG Advisor Roles and Responsibilities
OFM events
OFM leadership and organization chart

Attending BRG-related activities should be considered part of the workday, which includes a reasonable travel distance or possible remote attendance, if available. Supervisors should meet with employee to discuss what may be considered reasonable distance to allow them to attend.

Participation in BRG-related activities is open to all state employees and considered a leadership priority. Employees can be involved at different levels, which may have different commitment requirements. Leadership is a larger commitment than attending meetings or events. Supervisors are encouraged to meet with the employee to discuss the potential development of leadership skills and work expectations and establish a reasonable plan to try to allow their participation.

Participation in BRG-related activities should be considered a leadership priority, but does not supersede business operations. If a work deadline is due, supervisors are encouraged to meet with the employee to discuss a plan to complete word deadline.  Some considerations may include authorizing a work schedule adjustment for the designated meeting day/week, extension on deadline, or protected time to complete the assignment.

Employee participation in BRG related activities is considered work-related and a leadership priority. Employees are expected to maintain their required job standards. If the work performance declines, supervisors are encouraged to meet with the employee to discuss a plan to improve or complete work assignments.  Some considerations may include authorizing schedule adjustments for the designated meeting day/week, extension on deadlines, or protected time to complete the assignment.

Leadership term limits vary per BRG, but are typically 1-2 years in length. If attempts to improve work performance are not successful, supervisors can meet with employee to further discuss a timeline for the employee to end their leadership term.

Supervisors, in consultation with each requesting employee should attempt to remove any prohibitive factors that may prevent their participation in BRG activities.

If multiple employees from the same work team requests to attend the same BRG related activity and coverage is essential, supervisors may consider working with employees to create a rotating release schedule, options for back-up coverage, or other reasonable alternatives that will allow the employees to attend.

BRG-related activities are considered part of the workday only when it occurs during the employee’s scheduled work hours. An employee may choose to attend a BRG-related activity that occurs outside of the employee’s normal work hours or scheduled day off. The Employer is not required to pay overtime or approve compensatory time for an employee to attendance BRG events during off-duty hours.

Employees are not entitled to overtime to attend a BRG-related activity.  BRG-related activities are considered part of the workday when it occurs during the employee’s scheduled work hours. Supervisors should consider allowing an employee to adjust their work hours for that week to avoid incurring overtime and must not require an employee to use paid leave to attend.

BRG-related events are work-related activities are subject to the agency’s established provisions for back coverage to attend agency-sponsored events.

BRG-related events are work-related activities and use of state resources to include motor pool or agency assigned vehicles should be permitted if available for reservation.  Employer should follow the provisions of the Statewide Administrative and Accounting Manual for vehicle use and mileage.

If an employee wishes to submit a request for vacation or personal holiday to attend a BRG event, they may do so. All leave requests submitted to the supervisor are subject to the supervisor’s approval or denial in accordance with agency practices.  Authorization to attend a BRG-related activity or requests for leave should not be arbitrarily denied.

Supervisors may not require employees to use accrued leave to attend a BRG-related activity.