I plan ERG events at my workplace. Here are 4 lessons companies can learn from my success.

• Lariza Quintero is an SEO and website manager who has led ERGs since 2019.
• Quintero said she recognized not many people in her industry looked like her.
• Bringing visibility to her Latina heritage has helped her create more inclusive workspaces. 
• This article is part of "Talent Insider," a series containing expert advice to help business owners tackle a variety of hiring challenges.

Being a Latina woman in the tech industry has been a journey filled with both rewarding experiences and eye-opening moments. From navigating my computer-science classes at St. John's University to snagging dream jobs in the digital industry, one thing became clear — not many folks in these rooms looked like me.

Highlighting my culture in environments where representation has historically been lacking became a driving force in my career. I saw an opportunity and a responsibility to bring visibility to my heritage and contribute to a more diverse and inclusive community.

Now, as a seasoned SEO and website-management professional, I've taken on the side role of leading employee resource groups and organizing company events. I've led ERGs at various companies since 2019 and have distilled four key lessons that shape my approach to fostering inclusivity and community in the workplace. Business leaders can use these tips to improve diversity within their companies.

1. Authentic representation matters

I've learned that authentic representation goes beyond just having a diverse workforce. It involves creating genuine safe spaces where individuals can bring their whole selves to work and embrace their cultural identities without fear of judgment. These safe spaces, whether a Slack channel or monthly member meetings, allow employees to come together and truly create a sense of belonging.

2. Funding and resources are key

Creating ERGs is commendable, but I've found the groups are most effective when they're supported by adequate funding. Without enough resources, organizing events that capture the company's attention can be challenging.

Securing funding has empowered my ERG groups to give back to small businesses, bring in influential industry leaders and panelists, and orchestrate events across multiple offices. ERG funding represents an investment that benefits both employees and the organization as a whole.

3. Executive involvement makes a difference

The saying "you can't be what you can't see" resonates in the workforce. When women and individuals from underrepresented groups occupy leadership positions, it sends a powerful message that diverse voices are not only welcomed but essential to the success of a company.

Through ERGs, I've organized career-development trainings, mentorship programs, and coffee chats with company leaders. By investing in ongoing development, companies are more likely to retain successful employees and create a pipeline of diverse talent prepared for future leadership roles.

4. Inclusive events drive engagement

Leading ERG events has taught me the importance of community building. As more companies transition back to in-person work, ERG events have been a powerful tool in cultivating a sense of community, fostering inclusivity, and enhancing overall employee engagement. From cultural-awareness workshops to networking events, I have found that these initiatives help boost in-office morale.

In my journey as a Latina woman in tech, I've achieved personal success, but I've also made it my mission to contribute to a more inclusive and representative industry. Through leading ERGs and organizing company events, I've witnessed the transformative power of bringing people together and authentically fostering inclusion in the workplace.