They set it up so that HR would be on these calls and they asked a diverse population to tell their stories of why they were afraid. People were very uncomfortable and felt singled out versus being supported

Ok. So, as with any committee - you need to make sure: 1) Discuss with Ops (Mgt) a) You outlined the key points (you listed 3, are there more? Should be no more than 5 to start). b) Inquire if they are to flesh out main value statements c) Get all details on how they see committees function d) Understand time-frame and meeting restrictions (after-hours, 1/week, 1/month... 1 hour, half a day, whole day, etc.) e) Determine reporting method and schedule, including feedback and guidance framework 2) Ensure you have selected the right group to seed this project (representatives from each division/level of experience/backgound, etc.) 3) Set up a meeting or conference call to review #1 & 2 prior to first meeting 4) Send out Agenda with meeting invite outlining the process and goals for initial meeting and asking members to come prepared to provide insight and feedback. [highly suggest each member researches similar companies or large enterprises that highlight their culture (such as The Home Depot - 8 Values) and bring findings and their interpretive ideas to the table. 5) Points of discussion for initial meeting: a) structure - officers (Chair/Co-Chair/Secretary/Treasurer if necessary) [may be voted on or have been appointed by mgt] b) Determine voting/quorum c) Decide committee rotation timeline d) prioritize goals e) assign groups of 3 or 5 to one or two of the goals to flesh out (depending on size of committee - always odd number for voting) and brainstorm on ways to enact/promote and support f) determine reporting method and schedule 6) Set up next meeting before adjourning 7) Receive meeting report from Secretary, review/amend 8) Report back to management 9) Second meeting, review reports by groups and determine if moving forward with their concepts or tabling for further research...rinse and repeat. This is from experience, and your company might be different. But this worked as a beginning, and we tweaked as we went along. People came and went, but all were hand-chosen, vetted, and personally contacted with invite prior to joining. I think once you all get to meeting, with the right combination of people, it will take on a life of its own and you will be surprised at the energy and morale that will build from it. Hope this helps! Good luck!