Round 2 Track A: EMERGING ERG (0-3 YEARS): Build Flexibility & Resilience into ERG Structure

Transcription

1 2017

2 Round 2 Track A: EMERGING ERG (0-3 YEARS): Build Flexibility & Resilience into ERG Structure FACILITATOR: Miriam Muley / CEO / The 85% Niche PRESENTERS: Milana Grozdanich / Consultant Diabetes Sales Training / Eli Lilly and Company (Events Chair, Early Career Professionals) Jonathan Philipp / People and Culture, Sr., Diversity & Inclusion / Grant Thornton LLP #NALCChicago

3 Milana Grozdanich Consultant Diabetes Sales Training Eli Lilly and Company (Events Chair, Early Career Professionals) 2017

4 Eli Lilly & Company Headquarters in Indianapolis, IN Approximately 41,000 employees worldwide (11,312 in Indy) Mission: We make medicines that help people live longer, healthier, more active lives. Values: Integrity, excellence, and respect for people. #NALCChicago

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7 1. Ensure that you have diversity in your ERG s leadership team. #NALCChicago

8 VP US Sales 2. Find the leader who will serve as an influential champion. Area Sales Director District Sales Manager #NALCChicago Sales Representative

9 3. Allow new group s leaders flexibility to run their own show. Mission We aim to create an environment of inclusion, serve as advocates for ECPs to supervisors and senior leaders, and support recruiting and retention efforts, to ultimately drive long term business results.

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11 Jonathan Philipp People and Culture, Sr., Diversity & Inclusion Grant Thornton LLP 2017

12 About Grant Thornton LLP Audit, Tax and Advisory Services 8,500 employees 60 offices across the U.S.

13 Learning Objectives 1. Learn about different models for structuring Business Resource Groups nationally to maximize impact, effectiveness and consistent communications. 2. Understand the pros and cons of different leadership team structures.

14 Grant Thornton's Business Resource Groups (BRGs) are essential vehicles for driving our diversity culture. Grant Thornton's Strategy Diversity & Inclusion strategy drives our People First Strategy. The Office of Diversity & Inclusion Positions the BRGs as vehicles for enabling the Diversity & Inclusion strategy. National BRGs Leverage internal and external stakeholders to achieve measurable, solution-driven goals that are aligned with the D&I strategy and the firm's strategic drivers. #NALCChicago Local BRG Chapters Local leadership is proactive and accountable for implementing national BRG strategy and activating the membership.

15 Basic Structure Executive Sponsor(s) National Communications Chair Local Office Champions PPMD National Coordinator + Faster decision making + Clear roles and responsibilities + Comfortable reaching out to the BRG leadership - Achieve professional development goals - Internal networking - Develop leadership skills #NALCChicago

16 Leadership Structure Executive Sponsor(s) PPMD + Develop leadership skills + Achieve professional development goals + Less obstacles to get involved External Relations Chair Manager Committee Members Internal Communications Chair Manager Committee Members National Coordinator Local Office Champions Membership Chair Committee Members Program Chair Manager Committee Members - Clear understanding of the BRG's national strategy - Comfortable reaching out to the BRG leadership - Clear roles and responsibilities #NALCChicago

17 Committee Structure Executive Sponsor PPMD National Heritage Month Committee Lead Manager Executive Sponsor PPMD Education Committee Lead Manager Executive Sponsor PPMD National Coordinator Executive Sponsor PPMD Membership Committee Lead Executive Sponsor PPMD Ally Engagement Committee Lead + BRG impact on commitment to the firm + Contribute as much as I've wanted to + Less obstacles to get involved Committee Members Committee Members Local Office Champions Committee Members Committee Members - External networking - Comfortable reaching out to the BRG leadership - Consistent communications #NALCChicago

18 Lessons Learned 1. It is important to adapt the structure to meet the schedules & professional development objectives of your workforce. 2. What works for one BRG may not work for all the BRGs within your company. 3. Leadership visibility and accountability is a key driver for success. 4. Providing leadership opportunities for all job levels within the organization helps drive positive engagement.

19 Questions?