Employee Inclusion Groups: Fostering Belonging Across F5

Ever since the first employee inclusion group (EIG) was started several decades ago at Xerox as a way for Black employees to advocate for inclusion and change, EIGs have evolved into a powerful tool to meet the needs of a diverse workforce.

Research shows that employees who feel psychologically safe in the workplace are more productive and engaged. Moreover, more than half of organizations with EIGs report an increase in a sense of belonging and community, and 14% saw an increase in retention.

At F5, the first EIG was formed in 2013, when a group of women informally came together to recruit more female engineers to the company and provide the support needed to retain them. Today, there are seven EIGs at F5, many with hundreds of members in countries around the globe. These EIGs create a safe space for members and allies to discuss difficult topics. They also help members obtain the support and resources they need to advance their careers.  

To help ensure our EIGs are successful, each has an executive sponsor who is responsible for championing the EIG’s goals across the company. In addition, every EIG receives annual funding to support their community of members and allies, and the global chairs are awarded bonuses for their leadership at F5.

Here are some highlights from our EIGs over the past fiscal year at F5 that showcase the impact they’re making:

This past year, F5 launched its seventh EIG, the Asian and Pacific Islander (AP&I) chapter, creating new spaces for employees to celebrate their heritage and connect with peers. With an impressive 35% growth in membership since kick-off, the group has quickly become a vibrant part of F5’s community. AP&I fosters cultural awareness through events and discussions, encouraging employees to share their experiences and explore the diversity within the Asian and Pacific Islander community.

Looking ahead, the group aims to deepen connections across regions and provide more opportunities for collaboration, amplifying the voices and contributions of its members across the organization.

Over the past year, F5 Ability continued its mission to promote awareness and reduce the stigma around mental health, creating safe spaces for employees to openly discuss well-being challenges. F5 Ability also supports employees with a wide range of physical and neurological abilities, fostering empathy and inclusion throughout F5.

With 24% membership growth over the past year, Ability is driving inclusion and empowering employees to feel safe, heard, and supported. Highlights in 2024 included monthly Mental Health Wellness Warriors discussions facilitated by experts in which a different mental health or neurodivergence topic is addressed, different tools are shared, and employees had the opportunity to share experiences with other F5ers.

They also included a Mental Health Walking Challenge in Latin America, a fitness challenge in Europe, the Middle East, and Africa (EMEA), and the launch of Parents with Neurodivergent Kids, a supportive community for our employees to exchange experiences, ask questions, or just engage. The Ability EIG also promoted the Eden-Rose Project, focused on helping children, parents, and caregivers navigate life with an autism spectrum disorder.