Pima Affinity Networks

Pima Community College centers itself in a culture of care, belonging, and equity. As such we value the diverse perspectives, heritages, and lived experiences that make up our college community. Based on feedback through our various surveys, and Listening Sessions, our community members have expressed the desire to cultivate a sense of belonging and engage in collective work to enhance engagement between employees and students and each other.

In alignment with our strategic plan, culture of care plan, and our institutional behaviors; the Office of College and Community Cultural Connection, in partnership with Human Resources, have created Pima Affinity Networks.

Join Pima’s Affinity Networks to connect with your colleagues and coworkers and make additional differences in our community.

About Affinity Networks

Affinity networks or groups are voluntary, employee-led groups established around common interests, purpose, and/or characteristics, typically underrepresented identities and their allies. These networks aim to foster a diverse, inclusive workplace, and connection to the student and greater community. They exist to provide holistic, community-based support and help in personal or career development while creating a safe space where employees can bring their whole selves to the table. These networks provide opportunities for networking and social connection, they provide support to student and community groups, and create spaces to share learning and experiences.

The first affinity networks also called employee resource groups were initially workplace affinity groups created in response to racial strife of the civil rights era. Joseph Wilson, the former CEO of Xerox, and his African American employees designed and launched the National Black Employees Caucus in 1970 to address racial tension and the issue of workplace discrimination.

Impact

Affinity networks provide a forum for campus members to share concerns, find community, and offer a supportive environment. However, as Affinity Groups have evolved, they have also been shown to impact retention, recruitment, mentoring, leadership development, and a resource for students and potential students. According to a report by the Society for Human Resource Management, 90% of companies who participated said affinity groups or employee resource groups helped make new hires more comfortable during the onboarding process, and 70% relied on these networks to build a workforce to reflect the demographics of the populations they served.

Benefits and Functions

• Advance a diverse, caring, and inclusive college culture
• Creates open places for employees to share common identities or experiences to be in community with one another and offer support
• Empower groups through financial support, organizational support, and access to college leadership
• Create additional lines of communication from members of the groups to leadership to voice concerns, opportunities, and to lend a critical lens to policies, community issues, and community needs
• Provide a social space for employees to connect and network
• Offer interested employees the opportunity to strengthen each other through dialogue, professional development, and learning
• Connect to and support student and community clubs and organizations

Affinity Network Structure

Affinity networks are built around a range of personal or professional interests and affiliations including military veterans, women, people of color, the LGBTQ+ community, working parents, disabilities, and more. Each group’s needs and goals may be different in scope; therefore, the structure given is minimal. The affinity network program is driven by Pima College's core behaviors of commitment to equity and social justice, giving each other the benefit of the doubt, being open to change, innovating, challenging processes, evaluating effectiveness, and service.

Coordination and Resources

We recognize that potentially many of these groups will represent historically excluded and marginalized populations on campus. Our offices also understand that these community members are often tasked with completing extra labor in order to support other staff and faculty, as well as students, within these populations.

Each Network should have an employee sponsor or co-sponsor that serves as the points of contact for the group. They serve as the organizational hub for each group. They should not do the work alone but help to bring the group together.

Additionally, the Diversity, Equity, and Inclusion office is working with the Provost Office, Human Resources, and the Chancellor’s office to identify resources that may be used to support the work. Please contact pcc-diversity@pima.edu for details on current resource availability.