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Employee Resource Groups
Allies for Inclusion
Allies for Inclusion harnesses the power of dialogue and education to drive cultural change within the National Park Service so that we all embrace and respect the full diversity of our nation.The employee driven group facilitates field-level discussions on the topics of race and ethnicity, sexual orientation, abilities, gender privilege, veteran status, youth, and other topics. Since 2012, Allies for Inclusion has facilitated over 40 "brown bag" dialogues with 500 attending in the Washington DC area. The group has produced a dialogue guide for parks and programs to facilitate discussions on the RDI Video. For more information about Allies for Inclusion, email them at nps_allies@nps.gov.
Council for Indigenous, Relevance, Communication, Leadership and Excellence (CIRCLE)
CIRCLE was formed in 2013 and is a resource for employees of the National Park Service to enhance their understanding of American Indian, Alaska Native and Native Hawaiian (AI/AN/NH) issues. CIRCLE provides recommendations and guidance to NPS leadership regarding the hiring, retention, and improved visibility of AI/AN/NHs throughout the NPS.
Employee Empowerment Collective
The National Park Service Employee Empowerment Collective Employee Resource Group serves the agency and its employees by addressing the unique needs of African American personnel and visitors. In keeping with the agency's goals to promote relevancy, diversity, and inclusion, the EEC exists to enhance the visibility of African American history in the national park system and to assist the agency in improving the working environment for hiring, retaining, and improving the visibility of its African American employees. For more information, contact employee_empowerment_collective@nps.gov.
Hispanic Organization on Relevancy, Advising, Leadership, and Excellence (HORALE)
HORALE serves as an advisory body to National Park Service leadership. HORALE provides recommendations and guidance regarding the development of action plans and initiatives designed to increase hiring and retention, and improve the visibility of NPS Hispanic/Latino employees particularly in NPS parks and sites of cultural and historical significance to Latino people. HORALE also functions as a service-wide resource for NPS managers to enhance and better understand national Latino issues.
Innovative Leadership Network (ILN)
The Innovative Leadership Network (ILN) is a service-wide Employee Resource Group (ERG) dedicated to enhancing the culture of the National Park Service by fostering creativity, leadership development, communication, idea sharing, innovative action, and the empowerment of NPS employees at all levels. By fostering innovation and empowerment we will help transform agency culture and make the National Park Service a model of a modern, 21st century agency. In so doing, as we move into our second century, we will recapture the innovative, pioneering spirit that was present at our inception, and make the National Park Service one of the best places to work in the federal government. To learn more, email Innovative_Leadership_Network@nps.gov.
Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ) Employee Resource Group
The National Park Service LGBTQ ERG serves the agency and its employees by addressing the unique needs of lesbian, gay, bisexual, transgender, and queer personnel and visitors. The group formed in April 2015 and will enhance the visibility of LGBTQ history in the National Park System and assist the agency in improving the working environment for and hiring, retaining, and improving visibility of its LGBTQ employees.