People often join ERGs looking for community, support, or just a space to be themselves at work. But what they often find is that these groups can do even more: help them connect in unexpected ways, share ideas across teams, and feel a sense of belonging and understanding every day.
At tech company VTS, ERGs like the Parent group and the DEI Working Group aren’t just meetings and events. They’re about building real connections and shaping a workplace where everyone feels supported and heard.
We asked two ERG representatives at VTS to share the behind-the-scenes ways their groups bring people together. Can’t get your kid to fall asleep? At VTS, your coworkers have your back.
Carol Ying
VP, Sales Operations | Parent ERG
“I work in Revenue Operations, which links people, process, and systems across quota, territory management, compensation, Salesforce CRM, revenue KPIs, and forecasts.”
Daniela Morselli
Office Manager | DEI Working Group
“I support the day-to-day operations of our New York office, including coordinating building management, facilities and security requests, and planning events like happy hours, speaker series, and office celebrations.”
What inspired you to get involved with your ERG?
Carol Ying: During Covid, I saw so many colleagues with young kids struggling to balance full-time caretaking with a full-time job. I felt fortunate that my kids, ages 8 and 12 at the time, were old enough to adapt quickly to the new virtual environment, so I started the Parent ERG as a forum, outlet, or resource for parents/guardians to have a therapeutic conversation.
Being part of this ERG enables the parent/guardian community to share the highs and lows of parenting, bring questions, and brainstorm ideas to the group. There is never one single answer in parenting and no single expert, and I enjoy moderating the conversation, getting to know people beyond whom I typically interact with and knowing they find value in conversing.
Daniela Morselli: I joined the DEI Working Group because I wanted to be more intentional about how we celebrate and support our diverse community at VTS. Being part of it means I can take the work I do every day—like event planning and vendor partnership—and put a DEI lens on it. It’s meaningful to me personally because it’s not just about logistics; it’s about representation and showing colleagues that their cultures and identities matter here.
How does your ERG create a sense of connection and belonging for its members?
Carol Ying: We come together monthly to discuss top-of-mind issues or concerns with the goal that members leave the meeting in better spirits, validated, or motivated. There is no one or right way to do something, and each child is different. No one has all the answers, and that is our shared understanding.
Daniela Morselli: We focus on awareness, celebration, and action. Each month, depending on what’s being recognized—Pride, Hispanic Heritage Month, Women’s History Month, or another observance—we create opportunities to highlight those communities. For me, that often looks like sourcing food or treats from local businesses that align with the theme. It’s a small but tangible way of saying, “We see you, and we’re celebrating with you.” Those details help people feel connected and represented.
Leasing and asset management platform VTS aims to be commercial real estate’s modern operating system, and they’re looking for curious, driven, and customer-obsessed employees to help them reach that goal. Rated most highly for Paid Time Off, Employer Responsiveness, and The People You Work With, VTS has benefits like flexible PTO, 16 weeks paid leave for primary caregivers, and allowances for external learning opportunities. Click to learn more about the company and to explore their open positions!
ERGs often become spaces of real support. How have you seen that in action?
Carol Ying: One colleague was at his wits end with getting his youngest child to sleep. He must’ve tried everything under the sun and showed up regularly to our monthly meetings, exhausted and at a loss for what else to do. Part of support was having members commiserate with him to know he’s not the only parent who has ever faced this challenge and another to seek any new possible ideas he may not have tried.
At the end of about six months, he had a breakthrough, and he came back elated and shared that his child was sleeping through the night and had reached a momentous milestone. In addition to our ideas, he had leveraged Maven, a VTS benefit, to speak to a consultant for sleep advice. For me, it felt really rewarding to have provided him with a forum with people ready to listen, empathize, and only offer advice if asked. We as parents also learned more about Maven, a company benefit that I wasn’t even aware of.
Daniela Morselli: After the Supreme Court ruling that affected LGBTQ+ rights earlier this year, the DEI Working Group quickly came together to hold space for conversation and support. We drafted resources, made sure people knew what was available internally, and encouraged allyship across the company. It was a reminder of how important it is to have a group that can respond to cultural moments with care and action.
How do ERGs at VTS work together to support one another?
Carol Ying: We have worked with the DEI Working Group to plan a couple of Take your Kids to Work days, and we’ve also organized a holiday gift drive at our office locations. I wish we had more bandwidth to collaborate more, but as an employee I participate in the open events that each ERG plans to show my support. I’ve really enjoyed listening to speakers we’ve had from the Innocence Project or participating in a hands-on activity like challah or hamantaschen making.
Daniela Morselli: Collaboration happens naturally. We’re often in touch to brainstorm ideas or overlap initiatives. For example, if there’s a cultural celebration coming up, I’ll check in with other ERG leads to see how we might amplify each other’s work. A recent example was during Pride Month, where we made sure our DEI programming also tied into the Parents group’s conversations about inclusivity at home. It’s about weaving our efforts together so employees see the connections across all ERGs.
Can you share examples of how ERGs broaden perspectives or advance diversity, equity, and inclusion?
Carol Ying: The Take Your Kids to Work day was open to any employee who was interested in bringing a child to work, so this included uncles and aunts who brought their nieces and nephews to the office. It reminded us that other people may have caretaking responsibilities even if they aren’t parents or guardians.
Daniela Morselli: One initiative I’m proud of is our ongoing effort to source food and services from local minority-owned businesses during cultural observances. For Hispanic Heritage Month, for instance, we partnered with a local Latin-owned caterer. It not only spotlighted delicious food, but also gave employees a chance to learn about and support businesses in our community. It’s a simple but effective way to tie values directly into everyday office life.
How do ERGs impact the culture at VTS?
Carol Ying: ERGs build connections and community that allow employees to show a different side of themselves beyond their roles and responsibilities at work. “Appreciate the Difference” is a value that shapes the overall culture at VTS and allows individuals to bring their whole self to work and creates connections that they may not have otherwise had at the workplace.
Daniela Morselli: The work of ERGs makes VTS more intentional and inclusive. It creates touchpoints throughout the year where we stop and recognize the people and identities that make up our company. For me, it’s about embedding DEI into everyday office culture, not just special occasions. Over time, that shapes a workplace where people feel they belong—not just as employees, but as their full selves.
