AAPI Groups at Work: A Guide to Starting and Growing Your AAPI ERG
- What are AAPI Employee Resource Groups?
- Why Do Companies Build AAPI Employee Resource Groups (ERG)?
- Benefits for the company
- Benefits for AAPI Employees
- Examples of AAPI ERGs and their mission statements
- How to start an AAPI Employee Resource Group at your organization
- How to Start an AAPI ERG at Work: A Step-by-Step Guide
- Naming your Asian American and Pacific Islander ERG, How crucial is it?
- Growing and Engaging Your Employee Resource Group
What are AAPI Employee Resource Groups?
AAPI ERG stands for Asian American and Pacific Islander Employee Resource Group. An AAPI Employee Resource Group (ERG) can provide a platform for employees to connect, share their experiences, and advocate for themselves and their communities. An employee-led group within a company provides support, resources, and advocacy for employees who identify as Asian American or Pacific Islander or are connected to these communities.
Why Do Companies Build AAPI Employee Resource Groups (ERG)?
AAPIs represent a significant and growing consumer base:
- The Asian American population is the fastest-growing racial or ethnic group in the United States, growing from 4% of the entire US population in 2000 to 7% in 2023 (Pew Research)
- In 2020, the buying power of Asian Americans was about $1.3 trillion and was projected to reach $1.5 trillion by 2025 (Nielsen).
By supporting AAPI ERGs, companies can gain insights into AAPI cultures, values, and preferences, which can inform marketing strategies and improve customer engagement.
Why AAPI ERGs Benefit Companies
Creating an AAPI employee group isn’t just good for people, it’s good for business. When employees feel seen, supported, and connected, it shows up in how they work and what they bring to the table.
1. Better Business Performance
2. Attracting and Keeping Talent
Employees want to work where they feel valued—not just for what they do, but for who they are. AAPI ERGs send a clear message: "You belong here." Companies like Google and Salesforce highlight their AAPI groups in recruitment materials, showing prospective hires that there’s a support system waiting for them. And for current employees, that sense of belonging can be the difference between staying or walking away.
3. Stronger Collaboration and Innovation
When people feel safe to speak up, they bring more to meetings, question the status quo, and push teams forward. ERGs give employees the confidence to share ideas they might have otherwise held back and that can be a game-changer for innovation. At Adobe, the Asian employee network has helped shape everything from product design choices to new market strategies.
In short: when companies invest in their people, their people invest back.
Benefits for AAPI Groups at Work
1. Community Building
AAPI employee groups create a space where people with shared cultural backgrounds and experiences can come together. It’s about finding your people a place to feel understood, supported, and connected in a workplace that can sometimes feel overwhelming or unfamiliar. This community helps people build friendships, share stories, and celebrate their heritage together.
2. Professional Development
These groups often offer chances to grow professionally. Whether it’s leadership workshops, networking events, or skill-building sessions, AAPI ERGs help members learn, develop, and prepare for the next step in their careers. This support can open doors, boost confidence, and create pathways to new opportunities within the company.
3. Advocacy
AAPI groups stand up for their members by bringing attention to their unique challenges and needs. They work to make sure the workplace is fair and welcoming, pushing for policies and practices that respect and include everyone. These groups give a collective voice that helps influence change and make the company a better place for all.
4. Employee Engagement
When people feel included and appreciated, they’re more engaged at work. AAPI groups help create that sense of belonging by recognizing and celebrating diversity in ways that feel authentic. This makes employees feel valued and motivated, which leads to stronger teams and better collaboration.
5. Cultural Awareness
AAPI ERGs also educate the wider workplace about Asian and Pacific Islander cultures, traditions, and experiences. Through events, workshops, and storytelling, they help break down stereotypes and build understanding. This helps everyone appreciate the richness of AAPI heritage and creates a more respectful and inclusive environment for all employees.
Examples of AAPI ERGs and Their Mission Statements
Now that we’ve explored the purpose and impact of these groups, let’s look at how some companies are bringing them to life. Below are real examples of Asian employee resource groups from different organizations, along with their mission statements. These examples offer a glimpse into how others are supporting their AAPI communities and may spark ideas for creating your own group at work.
1. Georgetown University:
Susan Cheng, Senior Associate Dean and associate professor, and Jesse Szeto, Senior Director, led the formation of AAPI ERG at Georgetown university. What started as a lunch group in 2018 has now evolved into a full-fledged ERG that cultivates an inclusive and supportive environment at Georgetown and provides employees with opportunities for networking and community-building.
Mission staement:
The ERG will highlight the diversity of our community from Pacific Islanders to South Asians to Southeast Asians to East Asians. They aim to cultivate an inclusive and supportive environment at Georgetown and provide employees with opportunities for networking and community-building.
2. Boston.Gov
The Asian and Pacific Islander American Employee Resource Group (APIA ERG) provides a platform for employees to connect, celebrating their diverse cultures and experiences, and advocating for their needs and concerns.
Mission statement:
APIA ERG aims to foster a sense of community and belonging by creating a safe space for APIA employees with diverse backgrounds, experiences, and points of view. Highlight the diverse cultures of the APIA community through storytelling, advocacy, and other work deemed appropriate by the ERG. Support APIA employees’ professional development through networking and learning opportunities
3. Corning
Corning has a diverse workforce of over 1,200 Asian employees in the United States, hailing from various cultures across the globe. Corning sponsors about 15 ERGs that cover all race, culture, and ethnicity.
Mission statement:
The Employee Resource Groups for Asian employees at Coring promote an inclusive environment for all Asian employees. These groups provide their members with the ability to share their cultural heritage through cultural events, offer educational and professional development opportunities, networking, and social gatherings.
4. Oakland University
Presided by Tomoko Wakabayashi, Oakland university’s AAPI ERG strives to raise awareness of AAPI issues, support AAPI faculty and staff, foster discussion and an inclusive environment and improve reporting transparency at OU.
Mission statement:
The AAPI Employee Resource Group is a staff- and faculty-driven collective dedicated to supporting and advocating on behalf of all Asian, Asian American, and Pacific Islander employees at Oakland University (OU).
5. Portland State University
The vision of the PSU API ERG is to empower Asian, Asian American, and Pacific Islander employees to create an inclusive, just, and equitable community.
Mission statement:
The Portland State University (PSU) Asian, Asian American, and Pacific Islander Employee Resource Group (API ERG) provides an inclusive space to advocate for the diverse needs of PSU API faculty, staff, students, and alumni; including, but not limited to Supporting and empowering API students, Recruitment and retention of API faculty, staff, and student employees, Facilitating professional development, Promoting API educational, cultural and social awareness. Their mission aligns with PSU's diversity initiatives and strategic goals, as well as provides leadership regarding PSU API faculty, staff, student, and alumni issues.
6. Berkeley Lab
Chaired by Sandy Roth and Alicia Chang, the Berkeley Lab API ERG community envisions an environment where API members can be their authentic selves, valued, and supported to achieve their full potential. A diverse community that recognizes and supports individual contributions, celebrates each other and stands together.
The Asian and Pacific Islander Employee Resource Group is committed to:
- Ensuring API employees have access to the support and capacity building they need to reach their fullest potential,
- Sharing and raising awareness about issues facing API employees and the community at large,
- Educating the Lab community about the rich and varied cultures encompassed by API heritage,
- Partnering with other ERGs to ensure equity of opportunity and recognition for all,
- Serving as a resource for the wider Lab community to further the IDEA effort,
- Stand in solidarity against racial inequity and discrimination in all forms within our Lab community and working to build an environment that provides equal respect and opportunity for all.
7. PJM Asian American Employee Resource Group
PJM’s Asian American Employee Resource Group aims to Inspire and raise awareness of Asian cultures through events, share leadership and career development, invite speakers, and offer volunteer opportunities.
Mission statement:
The Asian American employee resource group is dedicated to promoting Asian American employees the opportunity to interact with one another and share cultural and career inspirations within PJM and outside the company to a larger community in the industry. All PJM employees are welcome to join the ERG for networking, culture sharing, career development, and all other activities. The group meets several times a year to work on ideas that have a common interest within the group.
8. Los Alamos National Laboratory
The API employee resource group was established in 2019 by Lab director Thom Mason to foster inclusivity and advocate for API needs, connections, and equity.
Mission statement:
API employee resource group’s mission is to be a resource for individuals of Asian and Pacific Islander (API) backgrounds and create advocacy within the Lab. They strive to be an inclusive place for API Lab employees to come and celebrate achievements within the community.
9. Progress’s ASPIRE
ASPIRE’s founding members Wei Qiu, Dapeng Wu, Vaishali Jayaprakash, Soofia, and Koyin Shih are motivated towards making strong connections with many AAPI ERGs and uplifting API voices and perspectives. Progress’s ASPIRE- API ERG mission statement:
ASPIRE- API ERG is committed to
- Connect APIs and allies and provide a safe space to share challenges and support each other.
- Celebrate and promote the unique cultures, voices, and viewpoints of the API community.
- Coach and counsel APIs in career development and networking.
- Communicate and encourage conversations that broaden the awareness of the API community and APAC region.
- Contribute to our local communities through outreach activities.
10. Johnson & Johnson
The founding members of ASIA were Dr. Kapil Dhingra and Dr. Alex Chang, who recognized the need to create a space for Asian employees to connect, collaborate, and drive innovation within the company. The founding members of SAPNA, including Rajendra Aneja, Arun Kumar, and Aparna Murthy, recognized the need to support and promote South Asian employees within the company, and to foster a more inclusive workplace culture.
Mission statement:
Johnson & Johnson’s Asian Society for Innovation and Achievement (ASIA), and South Asian Professional Network Association (SAPNA) ERGs represent a network of Asian leaders and employees working toward accelerating the growth, development, and visibility of Asian talent through coaching, mentoring, and leadership development initiatives and showcasing cultural diversity. In addition, the groups offer networking and opportunities to be engaged in community service and process/ product innovation that contribute to business growth.
How to start an AAPI Employee Resource Group at your organization
How to Start an AAPI ERG at Work: A Step-by-Step Guide
Starting an AAPI employee resource group can be a powerful way to support Asian, Asian American, and Pacific Islander employees while enriching your workplace culture. Whether you're just getting started or refining your efforts, here are some essential steps to launch your AAPI group:
Step 1: Survey Your Employees
Start by listening. Before setting up your group’s goals, take the time to understand the real needs, interests, and expectations of your AAPI colleagues. An internal survey can be a great way to gather insights that will shape the foundation of your ERG’s mission.
Example survey questions:
- What would you like an AAPI ERG at [Company Name] to focus on? (e.g., networking, mentorship, cultural events, advocacy)
- Are there specific challenges you face at work as an AAPI employee?
- What kinds of events or activities would you be most interested in participating in?
- Would you be interested in taking on a leadership or organizing role within this group?
Step 2: Define Your Goals and Mission
With feedback in hand, the next step is to craft a clear mission statement. Ask: What do we want to achieve together?
Some ERGs focus on professional development, others on cultural celebration, mental health, or community advocacy. Your mission doesn’t need to be perfect from day one—it just needs to reflect your team’s shared purpose. A clear mission will help your ERG stay focused, relevant, and aligned with your company’s broader commitment to belonging and representation.
Example mission: “To create a safe, empowering space for AAPI employees to connect, grow, and lead, while fostering a workplace that truly celebrates the richness of different cultures and identities.”
Step 3: Get Executive Sponsorship
Support from leadership can make or break an ERG. An executive sponsor, someone at the director or VP level, can advocate for your group, help secure budget, open doors to key decision-makers, and make sure your efforts are recognized across the organization.
Pro tip: Choose someone who’s genuinely passionate about inclusion, not just a figurehead. Their involvement should feel authentic to your group.
Step 4: Recruit Members and Elect Leaders
A strong ERG starts with a strong core team. Begin by inviting interested employees across departments to join. Look for people with diverse backgrounds, skills, and interests to represent the richness of AAPI identities and experiences.
Form a leadership team with clearly defined roles:
- Chair or Lead: Guides the group, sets meeting agendas
- Events Coordinator: Plans programs, cultural celebrations, or speaker sessions
- Communications Lead: Shares updates and builds awareness internally
Pro tip: Leadership should be rotational and inclusive, giving more voices a chance to step forward over time.
Step 5: Set Your Agenda
Once your group is formed, it’s time to build an annual or quarterly plan of activities. Your agenda should align with your mission and reflect what your members want most.
Examples of activities:
- Celebrations for Lunar New Year, Diwali, or Pacific Islander heritage events
- Leadership development workshops
- Panels featuring AAPI leaders inside and outside your organization
- Volunteer opportunities supporting local AAPI communities
Pro tip: A healthy mix of cultural, social, and professional programming keeps engagement strong.
Step 6: Organize Your First Meeting
Your launch meeting is your chance to set the tone and build excitement. Make it welcoming, informal, and inclusive.
Consider including:
- A brief introduction to your ERG’s mission
- Personal stories from members or leaders
- An overview of upcoming events
- Time for attendees to introduce themselves and share what they hope to gain from the group
Pro tip: Leave space for feedback and participation to drive engagement and tailor the ERG to your people.
Naming Your AAPI ERG: Why It Matters
Your ERG's name is more than a title—it sets the tone for everything your AAPI group stands for. It’s often the first impression, so take the time to get it right. Here’s what to consider:
1. Embrace Cultural Differences
Choose a name that embraces the full diversity of AAPI cultures from East Asia and Southeast Asia to South Asia and the Pacific Islands. Steer clear of labels that leave someone out. Some names are unintentionally narrow or outdated. Choosing a thoughtful name shows you’ve considered the variety of AAPI backgrounds and experiences.
Example: Avoid using "Asian Alliance" if your goal is to include Pacific Islanders and South Asians, too. A name like "AAPI Connect" or "Pacific & Asian Voices (PAV)" feels broader and representative.
2. Having a Clear Purpose
Make sure the name reflects your group’s purpose. Are you here to build community? Advocate for equity? Celebrate culture? The name should say so.
3. Something Easy to Remember
Keep it simple and memorable. Avoid jargon or overly long names that people may forget or mispronounce.
4. Be Creative and Unique
Don’t be afraid to get creative! Think of a name that sparks curiosity, pride, and belonging while still feeling appropriate for a workplace setting.
Growing and Engaging Your AAPI Group
Once your API ERG is up and running, it’s time to grow and engage your members. A thriving AAPI ERG builds stronger bonds between employees and creates more meaningful moments at work.
Growing Your AAPI ERG
- Host Inclusive Events: From Lunar New Year celebrations to career panels with AAPI leaders, events help increase visibility and draw in new members.
- Promote Your ERG Internally: Use company newsletters, Slack channels, or internal portals to keep people informed and interested.
- Welcome New Hires: Make sure every new employee knows your AAPI ERG exists—and that they’re welcome.
- Collaborate with Other ERGs: Work with your Black, Latinx, LGBTQ+, or Women’s ERGs on intersectional events and initiatives that highlight shared experiences and mutual goals.
Keeping Your AAPI ERG Engaged
- Hold Regular Meetings: Make time to check in, share updates, and keep the conversation going. Monthly or quarterly meetings work well.
- Plan Team Activities: Try virtual cooking classes, storytelling circles, or film screenings to create fun and meaningful engagement.
- Create a Volunteering Calendar: Give back as a team by partnering with AAPI nonprofits or organizing cultural outreach events. Volunteering together builds purpose and pride.
Also Read: How to grow and engage your AAPI ERG in this blog.
Wrapping Up
Creating and growing an AAPI employee resource group is about more than DEI checkboxes. It’s about building a workplace where Asian, Asian American, and Pacific Islander voices are celebrated, heard, and empowered to lead.
Reach out to Goodera, and we will help you plan and host engaging activities for your AAPI ERG. Together, let’s continue to create workplaces where every identity feels seen, supported, and celebrated.
