Employee Resource Groups
ERGs are associate-led communities that strengthen Joyner’s culture of inclusion, accelerate career development, and connect our people around shared experiences and goals. Everyone is welcome — not just members of the group.
A Message from Leadership
“At Joyner, our people are our greatest competitive advantage — and the diversity of our team is a strength we actively cultivate. Employee Resource Groups are one of the most powerful tools we have for ensuring every associate feels seen, heard, and supported. ERGs drive innovation, build leaders, and deepen our connection to the communities we serve. We are proud to sponsor each of these groups and encourage every associate to get involved.”
— Joyner Executive Leadership Team
10
Active ERGs
Associate-led communities
100%
Executive-Sponsored
Every ERG has a VP+ sponsor
Open
All ERGs Are Open
Any associate as member or ally
2024
Program Founded
Year the ERG program launched
Jump to a Group
WIL — Women in Logistics
PRIDE — LGBTQ+
BAEN — Black Employee Network
UNIDOS — Hispanic & Latino
VMF — Veterans & Military
YPEL — Young Professionals
WPC — Working Parents
ATJ — Able to Joyner
IAJ — Immigrants at Joyner
AAJ — Asian at Joyner
ERG Directory
WIL
Women’s Leadership & Women in Logistics
“Advancing female leadership in transportation and logistics through mentorship, career development, and industry networking.”
Core Focus Areas
Female leadership advancement
Career mentorship programs
Industry panel events and speaker series
Cross-divisional networking for women associates
Meetings & Events
Monthly general meetings, quarterly workshops
Contact HR to learn about current leadership
PRIDE
Pride — LGBTQ+ Alliance
“Fostering an inclusive workplace culture through allyship, education, and community outreach for LGBTQ+ associates and allies.”
Core Focus Areas
Inclusive culture and allyship network
Educational workshops and awareness campaigns
Community outreach and partnerships
Safe space advocacy across all Joyner hubs
Meetings & Events
Monthly meetings, heritage month events
Contact HR to learn about current leadership
BAEN
Black / African American Employee Network
“Promoting professional growth, leadership development, and community involvement for Black and African American associates.”
Core Focus Areas
Leadership development programming
Recruitment pipeline initiatives
Community involvement and mentorship
Professional growth and sponsorship opportunities
Meetings & Events
Monthly meetings, quarterly leadership spotlights
Contact HR to learn about current leadership
UNIDOS
Hispanic & Latino Network — UNIDOS
“Celebrating Hispanic and Latino culture while supporting professional advancement, bilingual networking, and community mentorship.”
Core Focus Areas
Cultural heritage celebration and education
Professional advancement and career coaching
Bilingual networking and language resources
Community mentorship programs
Meetings & Events
Monthly meetings, Hispanic Heritage Month programming
Contact HR to learn about current leadership
VMF
Veterans & Military Families
“Supporting military veterans, active reservists, and military spouses as they transition into corporate and operations roles at Joyner.”
Core Focus Areas
Career transition support for veterans
Peer mentorship from fellow veteran associates
Military spouse and family resources
Community of service and shared experience
Meetings & Events
Monthly meetings, Veterans Day and Memorial Day events
Contact HR to learn about current leadership
YPEL
Young Professionals & Emerging Leaders
“Helping early-career associates build cross-functional networks, develop core business skills, and connect with senior Joyner leadership.”
Core Focus Areas
Cross-functional networking for early-career associates
Core business skills development
Executive mentorship and leadership access
Innovation challenges and growth projects
Meetings & Events
Monthly meetings, quarterly senior leadership sessions
Contact HR to learn about current leadership
WPC
Working Parents & Caregivers
“Providing resources, community, and peer support for associates balancing professional responsibilities with family care and caregiving.”
Core Focus Areas
Flexible work resource sharing
Childcare and eldercare navigation resources
Parent and caregiver peer support community
Advocacy for family-friendly workplace policies
Meetings & Events
Monthly meetings, school calendar-aligned programming
Contact HR to learn about current leadership
ATJ
Able to Joyner
“Advocating for workplace accessibility, physical safety accommodations, neurodiversity awareness, and inclusive workspace design across all Joyner locations.”
Core Focus Areas
Workplace accessibility advocacy
Physical safety accommodations support
Neurodiversity awareness and education
Inclusive workspace design initiatives
Meetings & Events
Monthly meetings, Disability Awareness Month programming
Contact HR to learn about current leadership
IAJ
Immigrants at Joyner
“Building community, providing resources, and advocating for immigrant and first-generation associates navigating professional and cultural transitions at Joyner.”
Core Focus Areas
Immigrant and first-generation associate community
Language and cultural navigation resources
Professional development and mentorship
Advocacy for inclusive workplace policies
Meetings & Events
Monthly meetings, cultural heritage programming
Contact HR to learn about current leadership
AAJ
Asian at Joyner
“Celebrating Asian and Pacific Islander heritage while supporting professional advancement, cultural awareness, and community connection for AAPI associates and allies.”
Core Focus Areas
AAPI cultural heritage celebration and education
Professional advancement and mentorship
Cross-divisional networking for AAPI associates
Community outreach and partnership programs
Meetings & Events
Monthly meetings, AAPI Heritage Month events
Contact HR to learn about current leadership
Join an ERG
ERG Membership Request
Select the group or groups you want to join. You will be added to the ERG Teams channel and mailing list and notified of upcoming meetings and events.
First Name
Last Name
Joyner Email
ERG(s) You Want to Join
Role Interest (optional)
Anything else? (optional)
Leadership Toolkit & Starting a New ERG
How to Charter a New Employee Resource Group
Any Joyner associate can propose a new ERG. Here is what you need to get started:
1
Gather your founding members
You need a minimum of 10 initial members across at least 2 divisions or departments to charter a new ERG.
2
Define your mission
Write a clear mission statement explaining who the group serves, what it aims to achieve, and how it aligns with Joyner’s values and diversity goals.
3
Find an executive sponsor
Every ERG requires a VP-level or above executive sponsor who attends at least 2 meetings per year and advocates for the group’s initiatives.
4
Complete the charter application
Submit your founding member list, mission statement, proposed meeting cadence, and executive sponsor confirmation to HR.
5
Review & approval
HR and the ERG Council will review your application within 30 days. Approved groups receive a Teams channel, a Joyner One ERG profile, and access to annual funding.
6
Launch your first meeting
HR will help you schedule your launch event, create your Teams channel, and add your group to the Joyner One ERG directory.
Meeting Agenda Template
Downloadable agenda template for ERG monthly meetings — includes standing items, guest speaker slots, and action item tracking.
Event Planning Template
Step-by-step event planning guide for ERG-hosted events — including venue booking, promotion, and post-event reporting.
Annual Budget Request
Each active ERG may submit an annual budget request. Funding supports events, speakers, materials, and community outreach. Submit by November 1.
Charter a New ERG
Ready to start a new group? Contact HR to begin the charter process. You need 10 founding members and an executive sponsor to get started.
Every voice belongs here. ERGs are open to all associates — not just those who identify with the group’s focus. Join as a member, an ally, or a leader. Join an ERG
Why ERGs Matter at Joyner
Employee Resource Groups are not a checkbox on a diversity report — they are how Joyner builds a culture where every person can do their best work. When associates see themselves reflected in the leadership, the programs, and the conversations happening at Joyner, they stay longer, perform better, and contribute more.
10
Active ERGs
Ten associate-led communities spanning identity, career stage, and life experience
Open To Everyone
Any Joyner associate can join any ERG — membership is not limited to the community the group represents
VTO Community Hours
ERG-led community events count toward your Volunteer Time Off hours — giving back and building community simultaneously
Exec Sponsored
Each ERG has an executive sponsor who advocates for the group at the leadership level and connects their work to company strategy
What You Get as an ERG Member
ERG membership is free, voluntary, and open to every Joyner associate — full-time, part-time, and independent agents. Here is what active membership looks like in practice.
Community & Belonging
Connect with colleagues who share your background, experiences, or professional interests. ERGs create space for authentic relationships that span divisions, levels, and locations across the Joyner network.
Professional Development
Access to ERG-exclusive workshops, speaker series, mentoring circles, and leadership development programming — often featuring industry leaders and Joyner executives. ERG participation is visible in your associate development record.
Leadership Experience
ERG leadership roles — Chair, Co-Chair, Events Lead, Communications Lead — offer hands-on experience in program management, budget oversight, stakeholder communication, and cross-functional collaboration that directly supports career advancement.
Community Impact
Every ERG partners with community organizations aligned with its focus area. Members participate in volunteer events, charity drives, and outreach programs — with VTO hours counting toward participation.
A Voice in the Company
ERGs have a direct channel to Joyner leadership through their executive sponsors. Member feedback, concerns, and ideas raised within ERGs are taken seriously and routinely inform HR policy, hiring practices, and business decisions.
ERG Leadership Structure
Each ERG operates under a defined leadership structure that ensures accountability, continuity, and connection to Joyner’s broader DEI strategy. Leadership roles are filled annually through an election or nomination process within each group.
Executive Sponsor
A Joyner senior leader or executive who advocates for the ERG at the organizational level, provides strategic guidance, and represents ERG priorities in leadership conversations. Appointed by senior leadership.
Chair & Co-Chair
Leads the ERG’s strategic direction, facilitates monthly meetings, represents the group to HR and leadership, and manages the relationship with the executive sponsor. Elected annually by members.
Events Lead
Plans, coordinates, and executes ERG events — from virtual workshops to in-person community service days. Manages venue, logistics, promotion, and post-event reporting and budget reconciliation.
Communications Lead
Manages internal ERG communications through Teams, Joyner One, and email. Coordinates with the Marketing team for external content. Maintains the ERG’s member roster and meeting notes.
Membership Lead
Focuses on recruitment, onboarding new members, and engagement retention. Monitors participation rates, gathers member feedback, and implements initiatives to keep members active and connected.
Community & Partnerships Lead
Builds and maintains relationships with external nonprofit partners, community organizations, and industry networks aligned with the ERG’s mission. Coordinates volunteer events and VTO opportunities.
Starting a New ERG
Joyner welcomes new ERG proposals when there is genuine associate interest and a clear mission that supports inclusion and belonging. Here is the process for chartering a new group.
1
Identify Your Mission & Community
Define what your ERG will stand for, who it serves, and how it connects to Joyner’s broader DEI commitments.
2
Recruit 10 Founding Members
A minimum of 10 Joyner associates must commit to founding membership before the charter process can begin. Founding members should represent diverse roles, locations, and levels where possible.
3
Secure an Executive Sponsor
Identify a senior leader at Joyner who supports your ERG’s mission and is willing to serve as executive sponsor. HR can help facilitate introductions.
4
Submit Your Charter Proposal
Complete the Charter a New ERG form. Your proposal should include the ERG name, mission statement, founding member list, proposed leadership structure, and a brief first-year programming plan.
5
HR Review & Official Launch
HR & Employee Care will review your charter within 15 business days. Upon approval, your ERG will be officially recognized, listed in the ERG Directory, and allocated a first-year operating budget.
Questions about starting an ERG? Contact HR & Employee Care at hr@myjoyner.com — the DEI team is here to support every step of the process.
ERG Participation Guidelines
ERGs operate within a shared framework to ensure consistency, fairness, and alignment with Joyner’s values. These guidelines apply to all active ERGs and their members.
ERG activities must take place outside of core work hours unless explicitly approved by a manager
All ERGs are open to any Joyner associate regardless of background, identity, or role
ERG communications must be conducted through approved Joyner channels — Teams, Outlook, and Joyner One
Annual budget requests must be submitted by the deadline communicated by HR each year — late submissions may not be funded
ERGs may not engage in partisan political activity, electoral advocacy, or any activity inconsistent with Joyner’s Code of Ethics
ERG Chairs must submit a brief quarterly activity report to HR to maintain active status and funding eligibility
All external-facing ERG communications or events must be reviewed and approved by the Marketing team before publication
An ERG with fewer than 10 active members for two consecutive quarters may be placed on inactive status pending a revitalization plan