ERGs Employee Resource Groups 1 INDEX A Objectives
ERG’s Employee Resource Group’s 1
INDEX A. Objectives B. ERG’s or What is a name C. Why ERG’s The Value Proposition D. Implementation Process in Stages E. Form BRG’s F. Build BRG’s G. Equip BRG’s H. Activate BRG’s I. Sustain BRG’s 2
INDEX J. Build the Inclusion Council & ERG’s K. Leadership’s Role in the strategy L. Equip Inclusion Council & ERG Leaders M. Business Opportunities N. Activate the ERG’s O. Sustainability is Critical P. Position ERG’s to Adapt and Evolve Q. Q&A’s 3
Objectives § Utilize Employee Resource Groups (ERG’s) to positively impact employee individual development. engagement and § Turn ERG’s into strategic partners to obtain a return on investment. § Create a road implementation. map for successful ERG 4
B. What is a Name? What is an Employee Resource Group? Business Resource Groups Employee Networks Associate Resource Groups Network Resource Groups Employee Groups Constituency Groups Resource Groups Affinity Networks 5
C. Why ERG’s The Value Proposition Networking Belonging Made Tangible Professional Development Skill Building Visibility to Leadership Legacy Mentorship Advocacy Relationships Impact Onboarding Recruiting Community Reputation Talent Development Retention Loyalty Product Development Marketing Outreach Internal Marketing Business Value 6
D. Implementation Process in Stages 1. Form Inclusion Council & ERG’s 2. Build Inclusion Council & ERG’s 3. Equip Inclusion Council & ERG’s 4. Activate Inclusion Council & ERG’s 5. Sustain Inclusion Council & ERG’s 7
E. Implementation Process in Stages Form Business Resource Groups (BRG) Mindset: • Understand the new BRG Model. • Evaluate how to adjust the BRG model to accommodate your affiliate (e. g. which committees will exist in the BRG). Actions: ü Communicate the new model and implementation timeline to inclusion Council. üComplete and submit a new BRG request form. Tools: v Structure & Guidelines. v Benefits of inclusion Councils & Business Resource Groups. v Inclusion Council & BRG Leader Talking Points. v Inclusion Council and BRG FAQ’s. v BRG Committee Guidelines. v New BRG Request Form. 8
F. Build BRG Mindset: • Understand BRG leader nomination process. Actions: ü Evaluate potential BRG leaders using the affiliate demographic report. ü Nominate leaders for each BRG position. Tools: v New Leader Process. v New Leader Guide and Talking Points. v New Leader Welcome Letter. 9
G. Equip BRG Mindset: • Understand the gaps from existing BRG structure. • Tailor the leader training to meet your specific BRG needs. Actions: ü Complete leader training. ü Complete strategic planning training. Tools: v Leader Training Deck. v Leader Training Agenda. v Team Building Activity. v Cases of studies & Guide. v. There’s a Tool for that Activity & Answer Sheet. v. Individual Action Plan & Example. v. Inclusion Paradox Discussion Questions. v. Leader training Evaluation. 10
H. Activate BRG Mindset: • Understand operating rhythms and processes (e. g. event planning, BRG names, etc. ). Actions: ü Kick off BRG and set meeting schedule (weekly, monthly, etc. ). ü Plan employee communications (ILP, TW@53, ETC. ). Tools: v. Council Budget Template. v. BRG Budget Template. v. Meeting Planner Template. v. New Member Process. v. Membership Form. v. Strategic Plan Template. v. Council Roster Template. 11
I. Sustain BRG Mindset: • Anticipate succession and development needs for the BRG. • Continually renew the BRG membership. Actions: ü Monitor BRG succession plans. üReview the affiliate demographic report and extend membership invitations new employees. üOffer development opportunities (from Diversity Best Practices or other forums). üCalibrate the ROI and communicate successes with employees and leaders. üTrack initiatives and take pictures to be included in the annual Corporate Social Responsibility Report. Tools: v. Summary Template. v. Certificate of Recognition. v. Succession Planning Process. 12
J. Build the inclusion Council & ERG’s Evaluate talent pool for demonstrated skill & development opportunities Nominate leaders for each position Partner with HR in the Process Establish commitment with new leader & the manager Inclusion Council & ERG work is treated like business project work. 13
K. Leadership’s Role in the Strategy § Build upon our engaging culture by integrating inclusion into leadership messaging. § Launch Inclusion Councils & Business Resource Groups (BRG’s) in each market, with leadership involvement and appointed chairs. § Open avenues for BRG’s to provide insights of their respective constituencies (BRG’s will have measures for success tied to the business). goals and § Provide support and guidance on how to integrate with internal and external partners that are most aligned with our priorities products and services. 14
L. Equip the Inclusion Council & ERG Leaders Roles & Responsibilities Cultural Competency Strategic Planning Structure & Guidelines Tools & Resources Business Development/ROI Operating Rhythms Success Practices Succession Planning 15
M. Business Oportunities 16
N. Activate the ERG’s Regular Meetings Communicat e to Employees Kick-off & Continuously Recruit Members Stablish Operating Rhythms Annual Strategic Planning 17
O. Sustainability is Critical DBP Membership Change Demographics Virtual Learning labs Alignment to the Business Emerging Markets Change Demographics Community of Practice Calls Globalization Connections for Families Chair Chats 18
P. Position ERG’s to Adapt and Evolve Cross Orgaznizational BRG’s Succession Plans Recognition Cultural Competency Building Reciprocal Mentoring Link to Employee’s Performace Success Practice Forums Track ROI Ongoing Leadership Development Visibility as a Leader in the Community 19
Q. Questions and Answers 20
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