@@ -10,7 +10,7 @@ This page is in [draft](/handbook/values/#everything-is-in-draft). We are workin
At GitLab, Diversity, Inclusion & Belonging is infused into our company culture, from our [values](/handbook/values/) to our [all-remote way of working](/handbook/company/culture/all-remote/).
Engineering partners closely with our [Diversity, Inclusion & Belonging](/handbook/company/culture/inclusion/) team to ensure we're building a diverse and inclusive workforce around the globe as the company continues to grow.
-[Team Member Resource Groups](/handbook/company/culture/inclusion/tmrg-tmag/#how-to-join-current-tmxgs-slack-channels)
-[Team Member Resource Groups](/handbook/company/culture/inclusion/tmrg-tmag/)
-[Diversity, Inclusion and Belonging GitLab initiatives](/handbook/company/culture/inclusion/#gitlabs-diversity-inclusion-and-belonging-mission)
description:Central hub for TMRG/TMAG leaders at GitLab, including expectations, planning guides, event support, and impact measurement.
---
This section is for **Team Member Resource Group (TMRG)** and **Team Member Advocacy Group (TMAG)** leaders and co‑leaders (collectively, **TMxGs**).
It builds on the main [TMxG guide](/handbook/company/culture/inclusion/tmrg-tmag/) and the TMRG Reimagined framework. Here you’ll find **practical leadership resources** to help you:
- Plan realistic programming across the **three pillars** (Career Development, Community Engagement, Allyship).
- Manage **time and budget** in a sustainable way.
- Partner effectively with your **DIB team partner** and **Executive Sponsor**.
-**Track and communicate impact** without a huge admin burden.
For **step‑by‑step internal how‑tos, screenshots, and templates**, see the internal **TMxG Leaders Resource Hub** in Google Drive (GitLab team members only).
---
## What TMxG leadership means
TMxG leaders are **volunteer team members** who coordinate programming and community‑building for their group. You are not expected to do this alone: you have DIB support, Executive Sponsorship, and fellow leaders.
At a high level you will:
- Plan and deliver activities across the three pillars.
- Manage and forecast your **quarterly TMxG budget** (with DIB guidance).
- Track activities and participation in the shared **TMxG activity tracker**.
- Partner with your **Executive Sponsor** for visibility, advocacy, and barrier‑removal.
- Maintain a sustainable cadence that fits alongside your core role.
> Typical time commitment is ~**2 hours per month on average**, with busier months (for example, major cultural observance months) and quieter months balancing out.
TMxG budgets are allocated through the **DIB team**, with the possibility of additional support from **Executive Sponsors or divisional budgets** for specific initiatives.
- Confirm your group’s status, budget, any existing or proposed pods, and upcoming cultural observance months.
4.**Access internal resources**
- Open the internal **TMxG Leaders Resource Hub** (Google Drive) for detailed how‑tos, finance guidance, Loop/Workday instructions, and pod operating guidance.
5.**Start small, iterate often**
- Aim to meet the **minimum expectations** first, then build from there.
---
## Minimum expectations (TMRG Reimagined)
All GitLab‑supported TMxGs are expected to:
- Host **1 community engagement activity per month** (for example, social call, async discussion, coffee chat, cultural celebration post).
- Deliver **1 quarterly initiative** aligned to one of the three pillars (for example, speaker session, cultural observance event, workshop).
- Deliver at least **1 allyship‑focused activity per year** (this can also be your quarterly initiative).
-**Track all activities** in the shared activity tracker and submit a short **quarterly report**.
- Maintain an **Executive Sponsor engagement plan** and meet regularly (sync or async).
Cultural observance month events can **count for both** your monthly activity and your quarterly initiative.
The rest of this section explains how to meet these expectations in a sustainable way.
---
## Becoming a TMxG lead
### Selection criteria
To be considered for a TMxG lead or co‑lead role, you must:
- Be performing in your role and not part of any active performance management process (confirmed by the People Group).
- Be a full‑time GitLab team member (including PEO and full‑time contractors).
- Have at least **6 months' tenure** at GitLab.
- Ideally already be an active member of the TMxG.
- Have **manager approval** to commit the time and use the role as a professional development opportunity.
- Be able to commit to a **minimum of one year** in the role.
### Selection process
1. The DIB team announces vacancies in the relevant TMxG Slack channel.
2. The nomination window stays open for **two weeks** from the original Slack message.
3. Interested team members self‑nominate by completing the **TMRG Lead Nomination** work item template in the DIB Diversity & Inclusion project (`gitlab-com/people-group/dib-diversity-inclusion-and-belonging/diversity-and-inclusion`).
4. The DIB team consults with existing TMxG members, leads, the People Team, Executive Sponsors, and managers before making a decision — to ensure the best fit and that diversity of department, geography, and URG representation is considered.
### Lead training
All new TMxG leads should complete the lead training before their first quarter:
The lead (or co‑leads) are responsible for the strategic direction and day‑to‑day operations of the TMxG. Core responsibilities include:
- Operational leadership of the TMxG.
- Meeting with the DIB team at least once per quarter.
- Submitting quarterly and annual plans using the templates provided.
- Managing and tracking the TMxG budget.
- Facilitating meetings (sync and async) with inclusivity across time zones.
- Serving as the point of contact for any team or team member requesting partnership or education with the TMxG.
**Accountabilities** — the following are required to maintain TMxG status. The DIB team may remove leads who are not meeting these accountabilities, remove TMxG status, or change the group's status:
- Maintaining a structured quarterly and annual plan, submitted and discussed with the DIB team.
- Delivering on the plan.
- Managing the TMxG budget, including tracking spend.
- Engaging and growing TMxG membership.
---
## Lead term, renewal, and succession
### Term of service
Leads commit to a minimum of one year, with the option to step back earlier if circumstances change.
Each January, a selection process opens to allow other team members to nominate themselves. If no one nominates themselves, existing leads are automatically invited to continue, provided they still meet the selection criteria.
### Succession
Leadership succession is critical to keeping TMxGs sustainable and leaders energised. Outgoing leads should, where possible, overlap with incoming leads, acting as advisors during the transition.
A good way to develop the next generation of leaders is to look for members who have taken smaller roles in committees or event organisation — speak with them about their interests and encourage them to take on more visible roles over time.
description:Clear definitions and examples so TMxG leaders can confidently plan and track activities.
---
One of the most common questions from TMxG leaders is:
> **“Does this count?”**
This page provides clear definitions so you can plan and track with confidence, without over‑engineering your programs.
---
## TMxG types
### Team Member Resource Group (TMRG)
Identity‑based communities organised around shared characteristics or life experiences (for example, race, ethnicity, gender, LGBTQ+, disability, caregiving, global location).
They:
- Provide community, advocacy, and leadership opportunities for underrepresented groups.
- Are open to **members and allies**, unless an event is explicitly marked as members‑only.
### Team Member Advocacy Group (TMAG)
Cause‑based groups organised around inclusion topics that benefit the whole company (for example, Mental Health, Generational Understanding).
They:
- Focus on **awareness, education, and advocacy**.
- Are also open to members and allies.
In practice, TMRGs and TMAGs follow the **same expectations and governance**; the distinction clarifies focus, not workload.
---
## Members vs allies
-**Member** – A team member who identifies with the group’s focus (identity or topic).
-**Ally** – A team member who supports the group’s mission and wants to learn.
> Unless clearly marked as a **members‑only safe space**, TMxG activities are open to **both members and allies**.
---
## Three activity types
### 1. Monthly community engagement activity
**Requirement:** At least **1 activity per month**.
**Purpose:** Keep your community connected and visible.
**What counts:**
- Social or listening calls (even long‑standing ones already on your calendar).
- Async Slack discussions or Q&A threads.
- Cultural celebration posts or storytelling threads.
- Coffee chats or “office hours” for your community.
**Does *not* require:**
- Formal presentations.
- Large attendance.
- Budget or complex logistics.
> **Rule of thumb:** If it brings the community together and takes **<30 minutes to plan**, it likely counts as your monthly activity.
---
### 2. Quarterly initiative (pillar‑aligned)
**Requirement:****1 initiative per quarter** aligned to one of the three pillars:
-**Career Development** – mentorship, skills workshops, leadership panels, career development series.
-**Community Engagement** – larger gatherings, cultural observance events, cross‑TMxG events.
-**Allyship** – educational sessions for allies, listening sessions, storytelling events.
**Examples:**
- A 60‑minute Pride Month panel.
- A cross‑TMxG workshop on interviewing skills.
- A storytelling session during Disability Pride Month.
> **Important:** A single cultural observance month event can count as **both** your monthly community engagement and your quarterly initiative.
---
### 3. Annual allyship activity
**Requirement:** At least **1 allyship‑focused activity per fiscal year**.
**What counts:**
- Storytelling sessions where members share lived experiences.
- Listening sessions designed for allies to learn and ask questions.
- Cultural learning / “Did you know?” educational sessions.
- Allyship workshops or campaigns.
This activity can **also** be your quarterly initiative for that quarter.
---
## Common “Does this count?” questions
### Do cultural observance month events count?
**Yes.** They are strongly encouraged. One well‑executed event can:
- Satisfy your **monthly community engagement**, and
- Count as your **quarterly initiative**, and
- Often fulfil your **allyship** requirement if designed for allies.
---
### If we collaborate with another TMxG or a pod, do we all get credit?
**Yes.** For joint or intersectional events:
- Each participating **TMxG and/or pod** can count the event toward its **quarterly initiative** and **monthly activity** (if applicable).
- This is one way to share planning work and increase reach.
- When you log the activity, list **all TMxGs and pods involved** in the shared tracker.
---
### Do existing recurring calls count?
**Yes.** If you already have a monthly social call or regular check‑in, it can count as your monthly community engagement activity. We want to **recognise what you’re already doing**, not create busywork.
---
### How complex does a quarterly initiative need to be?
Not very. A **single 30–60 minute** session is enough if it is:
- Planned ahead;
- Clearly aligned to one pillar; and
- Communicated to your community.
---
## If you’re still unsure
If you’re not sure whether something counts:
1. Check the examples above.
2. Ask yourself: *“Does this build community, advance careers, or foster allyship?”*
3. If you’re still unsure, reach out to your **DIB partner** or ask in `#diversity_inclusion_and_belonging`.
For detailed planning flows and examples, see the internal **TMxG Leaders Resource Hub** in Google Drive.
description:Simple steps for planning TMxG events that fit within the 2‑hours‑per‑month leadership commitment.
---
Planning TMxG events does not need to be overwhelming. This guide is designed to fit within the **~2 hours per month** leadership commitment, using short, focused work sessions.
For detailed internal flows (including finance steps, speaker sourcing, and example checklists), see the **TMxG Leaders Resource Hub** in Google Drive.
---
## Event types
### Community engagement events (monthly)
-**Purpose:** Connection and belonging.
-**Examples:** Social or listening calls, coffee chats, async Slack discussions.
-**Typical planning time:****≤30 minutes**, usually no budget.
### Quarterly initiatives
-**Purpose:** Substantial programming aligned to one of the **three pillars**.
-**Examples:** Speaker session, panel, workshop, cultural observance event, storytelling session.
-**Planning time:** Spread across several 15–25 minute sessions over a few weeks.
### Allyship programming
-**Purpose:** Educate and equip allies to support your community.
- Can be **combined** with your quarterly initiative.
---
## When to use the “full” planning process
Use the fuller process below when:
- You’re inviting **external speakers** or using budget.
- You expect **broad, cross‑company attendance**.
- The event is your **quarterly initiative** or annual allyship event.
For small monthly activities (for example, existing social call, simple async thread), you can skip most steps and just **schedule + announce**.
---
## Recommended timeline (quarterly‑type events)
### 4 weeks before – concept and speakers (≈25 minutes)
- Define topic, audience, and alignment to a pillar.
- Check for relevant **cultural observance** tie‑ins.
- Identify potential speakers:
- Ask your **DIB partner** about existing partnerships.
- Consider internal speakers and your Executive Sponsor.
- Decide if you’ll need **budget** and start the budget request if yes.
### 3 weeks before – logistics and promotion (≈25 minutes)
- Confirm speaker and date/time (accounting for time zones).
- Create a **GitLab team calendar invite** (make it visible to all team members).
- Add a clear title, description, and Zoom link.
- Announce in:
- Your TMxG Slack channel.
-`#diversity_inclusion_and_belonging` (and others if relevant).
- Inform your **Executive Sponsor** and invite them to attend or give opening remarks.
### 2 weeks before – reminders and speaker prep (≈15 minutes)
- Post a reminder in Slack.
- Send speakers a short brief:
- Who will attend.
- Format and timing.
- Q&A expectations.
- Accessibility expectations (for example, captions, recording, pace).
### 1 week before – final reminder (≈5 minutes)
- Final reminder in Slack and/or Loop, with:
- Event purpose.
- Key takeaways.
- Any async participation options.
### Day of – run the event
- Join 5–10 minutes early to test tech.
- Open with a brief welcome, overview, and access notes (for example, “We are recording; captions are on.”).
- Keep an eye on chat and time.
- Close by thanking speakers and sharing any follow‑up resources.
### After – follow‑up and tracking (≈15 minutes)
- Post a short recap in Slack (and Loop if used), including:
- Key takeaways or quotes.
- Links to slides/recording (if appropriate).
- How to get involved next.
- Update the **shared activity tracker**:
- Title, date, format, pillar, attendance, and budget used (if any).
- Thank external speakers (and process payment where relevant).
---
## Choosing an event format
Some common formats:
-**Speaker session** – best for expertise sharing or allyship education.
-**Panel** – best for multiple perspectives and cross‑TMxG topics.
-**Fireside chat** – informal conversation between interviewer and guest.
-**Listening session** – facilitated discussion with prompts; often used for allyship and feedback.
-**Storytelling session** – members share lived experiences; powerful for allyship.
-**Async campaign** – series of posts (for example, “Did you know…?” facts) over a cultural month.
When in doubt, **start simple** (for example, a 45–60 minute speaker session or fireside chat) and reuse formats that already work.
---
## Accessibility and neuroinclusion
All TMxG events should be designed to be as accessible and neuroinclusive as reasonably possible. At minimum, aim to:
- Enable **captions** in Zoom.
- Share **agenda and access info** ahead of time (for example, “We’ll have 30 min talk + 15 min Q&A”).
- Consider **time‑zone coverage** and, where possible, share a recording or async summary.
Use your DIB partner as a thought‑partner on making specific events more accessible.
For deeper guidance on designing accessible, neuroinclusive experiences, see [NeuroInclusion in Practice](/handbook/company/culture/inclusion/neurodiversity-and-neuroinclusion/neuroinclusion-in-practice/) and related DIB training resources.
