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For general inquiries about the Department’s existing employee resource groups or to update any of the information below, please contact the Office of Diversity & Inclusion

The Department of Energy supports participation in employee resource groups as a way to cultivate a supportive, welcoming, inclusive and equitable work environment. Employee Resource Groups are a critical link between employees and senior management, connecting a diverse array of backgrounds, beliefs, and experiences to the Department’s diversity managers, Human Capital staff, and key decision-makers. They support the personal growth and professional development of their members and they help develop programs and learning opportunities not only for themselves but for the rest of the workforce.

Employee Resource Groups have the pulse of their community and their constituents and work with management to develop and execute recommendations to solve mission-related problems before they become large-scale issues. 

Headquarters employees interested in receiving more information about employee resource groups should contact the group directly, using the information below. Field employees should contact the relevant diversity program manager at their site.

For general inquiries about the Department’s existing employee resource groups or to update any of the information below, please contact the Office of Diversity & Inclusion.

To learn about the requirements for starting a new group, check out the guidelines here.

Official Employee Resource Groups

 

Asian American Pacific Islander Network (AAPIN)

The Energy Asian American Pacific Islander Network is the official DOE affinity group that serves as a focal point and advocate for DOE AAPI federal staff. AAPIN established and nurtured partnerships for the DOE with the Asian American Government Executives Network (AAGEN) and the Federal Asian Pacific American Council (FAPAC), two organizations that are actively working with and for federal AAPI employees. Since its conception, AAPIN has hosted a variety of events that have not only sparked interest from DOE’s AAPI community, but also support from the White House Initiative on Asian American and Pacific Islanders, community leaders and advocates, as well as the non-AAPI community. The mission of Energy AAPIN is twofold. The first goal is to foster professional development among our community of Asian American and Pacific Islander (AAPI) employees at the Department of Energy by providing networking opportunities, social events, speaker panels, and training. Secondly, AAPIN strives to support DOE in addressing issues of diversity and workforce development.

AAPIN provides opportunities for professional development and networking activities among members, serves as a resource and a means of communication for members, DOE, and other interested individuals or groups, identifies and addresses  issues of concern from members and DOE, seeks to educate policymakers, managers and other employees about such issues, and supports the DOE in the development and implementation of effective policies and practices to ensure equal opportunity and access for members in all departmental activities.

Arlene Fetizanan
arlene.fetizanan@hq.doe.gov

Kerry Cheung
kerry.cheung@hq.doe.gov

Blacks in Government (BIG), Energy Chapter

Blacks in Government (BIG) was established in 1975 and incorporated in 1976 by a small group of African Americans at the Public Health Services, which is a part of the Department of Health, Education and Welfare in the Parklawn building in Rockville, Maryland. BIG's goals are to promote EQUITY in all aspects of American life, EXCELLENCE in public service, and OPPORTUNITY for all Americans.

Since chartered, Energy Chapter conducts fundraisers to support higher education through scholarships for local high-school students, conducts “Stuffed Book Pack” and “Winter Coat” drives for local elementary school students, and serves as a valuable employee resource to share best practices, promote training, professional and career development, networking, and developing partnerships with other Department Employee Resource Groups and policymakers for all Department of Energy employees.

BIG Energy Chapter will leverage the Office of Personnel Management’s (OPM) competency model, the Executive Core Competencies/Qualifications; Myers Briggs; DiSC, Skillsoft; Individual Development Plans and other developmental tools as vehicles for skill development toward enhancing individual performance to accomplish the mission of the Department of Energy.

For additional information, contact Gregory W. Jackson, president, Energy Chapter, at BIG.ENERGY@hq.doe.gov or gregory.jackson@hq.doe.gov.

Community for the Advancement of Latinos at DOE (CALDOE)

The Community for the Advancement of Latinos at the Department of Energy, CALDOE, works in collaboration with the Office of Diversity and Inclusion. CALDOE is a voluntary membership organization that aims to promote a culture of diversity and inclusion through continual learning. It provides opportunities to the Hispanic/Latino community by expanding agency outreach and services, serves as a link between Latino/Hispanic employees and senior management, and connects a diverse array of backgrounds, beliefs, and experiences to the Department’s key decision-makers.   

Edward Rios, Yesenia Godoy, and Patricia Espinoza
CALDOE@hq.doe.gov

Disability Employment Task Force
EnergyVets

EnergyVets provides a way for veterans to come together across the agency and sub-agencies to share information and access to resources that are useful to our community. The EnergyVets’ mission is to build and maintain an active community within the Department that will evaluate, develop, and advocate for new and existing programs for veterans emphasizing on onboarding, integration, communications, development, and retention of DOE veterans. EnergyVets envisions a Department of Energy that provides enduring, enterprise-wide support that fully values the unique capabilities, experiences, and leadership that military veterans bring to the DOE enterprise.

The purpose of EnergyVets is to strengthen our mission and to strive to achieve the vision of a DOE that supports veteran’s rights and needs. To realize this the EnergyVets resolve to:

  1. Preserve the honor due to all veterans
  2. Help veterans and their families rapidly transition to civilian life and service within the DOE
  3. Establish contact with veterans who intend to work in the department to help them avoid transition problems related to onboarding and administrative in processing
  4. Work cooperatively with other DOE entities and organizations with regard to policies, programs, and concerns relating to veterans and to maintain a working relationship with all other agencies serving veterans
  5. Recognize and honor DOE leaders and employees who distinguish themselves for community service, particularly in the area of veterans’ programs needs and concerns

Membership in EnergyVets is available to all DOE employees, regardless of whether or not they served in the military. Family members, spouses, or affiliates of military veterans are welcome.

Joshua Mengers and Othalene Lawrence
EnergyVets@hq.doe.gov

Gay, Lesbian, Bisexual, Transgender, and Queer (LGBTQ) Employees & Allies (GLOBE)

GLOBE is an employee resource group for Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ) employees as well as their straight friends and allies. The mission of the DOE GLOBE Employee Resource Group (ERG) is to be a strategic partner with DOE to promote a culture of diversity and inclusion through continual learning. The DOE GLOBE ERG will advance the understanding and inclusion of employees with a common background, set of interests and/or goals. While this is an LGBTQ-focused group, everyone is welcome; all that is required is an open mind and a desire to belong.

Michael Kopalek and Colette Broussard
DOE-GLOBE@hq.doe.gov

Native American Employees
Professional Opportunities for Women at Energy Realized (POWER)
Professional Opportunities for Women at Energy Realized (POWER) logo.

POWER fosters connections between female employees at DOE while supporting professional and personal growth. They aim to have a critical voice to advise leadership on policies and programs that impact women at the Department, and serve to reach out to other women and girls to enter careers in energy and STEM.

POWER is open to all, and based at the Department of Energy headquarters. They mentor and provide leadership training and opportunities for DOE interns, fellows, contractors and employees and others connected with DOE, with a focus on women in the DOE workforce.

Melody Bell, director
POWER@hq.doe.gov

Emerging Professionals Group
Emerging Professionals Group logo.

The Emerging Professionals Group (EPG), formerly known as Young Professionals Group (YPG), fosters connections between Emerging Professionals at DOE, while supporting professional and personal growth opportunities for our emerging leaders.

The Emerging Professionals Group is a valuable mechanism to:

  1. Build a culture that fosters innovation
  2. Offer employees access to leadership opportunities
  3. Establish programs and activities aligned with the mission of DOE
  4. Provide employees opportunities to develop and grow, and for managers to access innovative concepts and unique solutions to challenges faced by DOE
  5. Foster an enterprise cross cutting network to leverage institutional knowledge and capabilities

The EPG is open to all, and with a focus on mentoring and providing leadership training opportunities for early-career professionals at DOE including interns, fellows, contractor employees, federal employees, and others connected with DOE.