In 2019 female employees recognized the need to provide a space for supporting and developing other women at Avista. This group was recognized as our first Employee Resource Group. Our challenge was to determine how to empower other employees to start ERGs, as well as support the ERGs in a sustainable way.

Early guidelines were developed to help employees better understand what ERGs were and the benefits they provided to both our people and the organization. Draft documents were reviewed by our legal team and the ERG effort was underway.

In 2021, interest rose in establishing a Diversity Awareness ERG. From 2021 through early 2022, this new ERG used the early documents to identify what they wanted to do as an ERG and how they wanted to organize. In early 2022, the documents were refreshed based on learnings of the past year, and additional supporting documents created with input from the two existing ERGs.

The ERG Guidelines provided details in:

• Defining ERGs at Avista,
• Benefits of participating,
• Operating Principals,
• Establishing an ERG, and
• Leadership Responsibilities.

Other tools were created to ensure the process was simple for employees who already had full-time job responsibilities. Our process includes an application process which verifies general purpose, alignment with our mission and Equity Inclusion and Diversity Strategic Plan, sufficient membership to start an ERG, and identified sponsor. An ERG Advisory Team supports the new ERG through tools and resources.

The guidelines are a helpful tool in creating alignment between ERGs and Avista. Today, we have three active ERGs, with two more in the early stages of development. These employee-led ERGs are helping to create an inclusive culture that builds collaboration, welcomes individual differences, and embraces all aspects of diversity.