Creating lasting, positive change – whether social, environmental, or cultural – takes more than good intentions. It requires structure, and space for people to come together around what matters to them. That’s why IOP Publishing (IOPP) has introduced Employee Resource Groups: employee-led communities built around shared experiences, identities, and interests.
Jamie Dunn, production editor and content and technical specialist George Evans, share why they joined the LGBTQ+ employee resource group at IOPP.
“When the idea for the LGBTQ+ Employee Resource Group (ERG) at IOPP first came about, we didn’t even know we had anything like this, but it felt significant—something worth being part of from the start. I wanted to get to know new people and help create something meaningful. That was back in 2022, and we’ve been actively involved ever since. Jamie signed up as Co-chair early on, and George joined not long after. We’ve now been part of the ERG for more than two years, and during that time, it’s grown into a space for connection, learning, and support for LGBTQ+ staff and allies across the company.
Creating Visibility and Inclusion
Our first full year as a group was all about inclusion. We wanted people to know we existed, feel comfortable joining the conversation, and be empowered to raise issues when needed. We ran company-wide training and awareness events and launched a page on our internal platform Viva Engage for updates and discussions. We just wanted to make sure we were visible and approachable.
This year, we’ve shifted our focus to mental health and well-being, a priority that overlaps with other support and ERGs at IOPP—like the Neurodiversity and Disability Group and mental health support provision. It’s a vital topic, especially within the LGBTQ+ community, where mental health challenges are disproportionately common due to discrimination, social pressures, and lack of support. We’re planning collaborations with other IOPP ERGs to create more open and honest conversations about mental well-being.
Community inside and out
One of the most exciting initiatives we’re proud to be part of this year is Bristol Pride. IOPP supports the event, and we will be marching in the parade with a banner that celebrates our commitment to LGBTQ+ rights. To show solidarity, IOPP has also offered to provide wristbands to all members of our LGBTQ+ Employee Resource Group to wear both in the office and during the parade.
It’s about making a statement: IOPP supports LGBTQ+ rights and values the community. We believe visibility matters—both within our workplace and in the wider world.
We’ve also been connecting with others in the industry. George has been attending meetings of the Cross- Publisher Collective, a network of ERG reps from different scientific publishers. It’s been a great platform to share and gather ideas—whether it’s event planning, talks on LGBTQ+ history, or learning from others’ experiences.
Why It Matters
For LGBTQ+ individuals in any company, especially newcomers, the early days can feel uncertain or isolating. You don’t know the culture or what’s safe in terms of expressing yourself. Just knowing that we have an ERG can make people feel less alone. At Jamie’s previous job, there were no statements, no support and no visible values. It was really stressful as you just didn’t know how the company dealt with LGBTQ rights or how people would judge me when they would find out about my sexual orientation. At IOPP, we’ve taken steps to prevent that, including updating onboarding materials to highlight our ERGs from day one. We offer a space where people can talk openly, raise concerns informally, or just connect. It’s not about filing a report—it’s about knowing you’re not alone.
The latest staff survey included positive comments about the LGBTQ+ ERG, but also highlighted the need for continued work, especially around microaggressions and stereotypes. That tells us our role is still critical – not just for support, but for education and culture change.
Looking Ahead
Going forward, both of us agree; when considering future employers, we’ll be looking for visible commitments to LGBTQ+ rights and inclusion. It matters. A lot. Just as we care about sustainability, we care about equity. These aren’t “nice to have” extras—they’re core values.
In a world where LGBTQ+ rights are under pressure, our work as an ERG feels more important than ever. That’s why we joined. That’s why we stay.