FAQ’s

Affinity Resource Groups (ARGs) are intentional communities of current WFU faculty and staff formed around shared identity and active in cultivating an inclusive culture within our institution. ARGs at Wake Forest serve numerous functions, including engaging faculty and staff from across the institution in collaborative community building, enhancing sense of belonging for faculty and staff from historically marginalized or underrepresented groups, and offering a structure of support where common interests and concerns can be shared, supported, and elevated to university leadership as necessary. ARGs at Wake Forest are supported by the Office of Diversity and Inclusion and Human Resources. 

The collective goals of ARGs at Wake Forest University are to:

• Serve as institutional change advocates who provide diverse representation and experiential knowledge, facilitate dialogue, and represent the interests of underrepresented communities to support the mission and core functions of the institution;
• Provide learning, professional development, mentoring, and networking opportunities;
• Offer social and community engagement through programming and volunteerism throughout the university and external community;
• Connect and collaborate with other ARGs and campus stakeholders to act as thought partners, harness knowledge, and share resources to foster intersectional awareness; 
• Contribute to equitable and inclusive faculty and staff recruitment and retention efforts; and
• Partner with and support opportunities (e.g., academic departments or Campus Life offices) that enhance students’ lives.

• Asian Pacific Islander Desi American Affinity Resource Group
• Disability Affinity Resource Group
• Early Career Professionals
• International Affinity Resource Group
• Jewish Affinity Resource Group
• Latinx Affinity Resource Group
• Black Men Affinity Resource Group
• Middle Eastern & South Asian Affinity Resource Group
• Parent and Caregiver Affinity Resource Group

• Wake Forest Queer Affinity Resource Group
• Women Affinity Resource Group

• Women of Color Affinity Resource Group

ARGs at WFU serve as a key strategy for supporting and advancing the institutional mission to create a more diverse learning community. Shared identities, in the context of ARGs, refers to aspects of identity such as race, ethnicity, gender, LGBTQ+ status, veteran status, religious beliefs, disability status, and other dimensions of diversity; ARGs are designed to foster an environment of inclusion for current faculty and staff from underrepresented groups across these (and other) identity statuses. 

Wake Forest University ARGs cannot be formed around common interests or activities such as sports/hobbies, politics and other beliefs that do not align with or are outside the scope of the strategic vision of Wake Forest University. 

The following would not be considered a Wake Forest University ARG: Biking or Exercising Group, Healthy Living Clubs, Investment Groups, or Book Clubs. Though these groups/clubs can support the morale or productivity of employees, they should be considered as interest groups and not ARGs. Questions should be directed to the Wake Forest University Office of Diversity and Inclusion.

While the ARG model is based on supporting individuals with shared underrepresented identities, all current faculty or staff members are welcome to participate in any ARG. ARGs welcome “allies” from groups that claim other social identities but who share the same commitment, values, and goals as the members of the particular ERG. Students are not eligible to be members of ARGs.

To connect with an existing ARG and find out more about upcoming events and opportunities, visit the ARG home page, click on the ARG you are interested in, and reach out to the liaisons listed. Additionally, each semester the Office of Diversity and Inclusion hosts a showcase event for the Affinity Resource Groups; these are a great opportunity to connect with different groups and meet leaders and colleagues who participate in them.

Absolutely. Current WFU employees are welcome to join and/or engage with as many ARGs as are relevant or of interest to them.

It depends on the ARG! The ARG structure at WFU is designed to allow each ARG to function with independence and the ability to act in ways that best fit the needs and interests of members while also aligning with the collective goals of ARGs.

Some activities ARGs have organized in the past include social gatherings (lunches, happy hours, bowling, game nights, etc.), personal and professional development opportunities like reading clubs or sponsoring speakers, collaborative events and celebrations, participation in larger campus and community events, and much more.

Participation in ARGs is voluntary and up to your own discretion, interests, and availability. Formal membership status within an ARG is determined by each ARG’s by-laws. ARG liaisons have a more formal role in leading the ARGs and serving on the ARG Council convened by the Office of Diversity and Inclusion, so the time expectation for liaisons is greater than for general members.

Any type of service, performance, and/or engagement credit related to participation and/or leadership in an ARG is up to the discretion of individual units. Employees should work with their chair or supervisor to negotiate such credit.

Supporting employees’ engagement with ARGs is a valuable signal from managers that all members of our diverse WFU community are welcomed and affirmed, and there are many ways managers may demonstrate this support.

• Spread awareness: Ensure employees are aware of the ARGs that exist at WFU. Promote events like the Affinity Experience held each semester. Include information about ARGs in new employee onboarding materials.
• Encourage engagement: Each ARG is unique in terms of the events and meetings they host; some ARG programs may occur during traditional work hours. Proactively set expectations with employees regarding opportunities to participate in ARG programming and parameters related to their working schedules. Managers of hourly employees should pay special attention to this and communicate clear expectations so that employees may engage with ARGs without disrupting the work environment. 
• Value leadership: ARGs must have at least two Liaisons who serve as dedicated leaders for the group, and ARGs may have additional leadership positions as determined by their by-laws. Employees who take part in any leadership role of a WFU ARG must have supervisory approval to hold this role due to the expectations and commitments associated with the roles. Beyond approval, managers may further support employee engagement in ARGs through incorporating service to the ARGs into evaluation and performance assessment practices. For staff, employee performance evaluations could include a goal/commitment related to ARG leadership. For faculty, department chairs could consider leadership in an ARG as institutional service.