Round 2 Track A: Best Prac4ce: Add Business Value by Retaining, Advancing and Developing Leaders

Transcription

1

2 Round 2 Track A: Best Prac4ce: Add Business Value by Retaining, Advancing and Developing Leaders FACILITATOR: Nadine Vogel / CEO / Springboard Consul3ng PRESENTERS: Grant Clarke-Crews / VP, Director of Diversity and Inclusion / JLL Suman Sehra / PlaAorm Solu3ons Architect, IOTG New Markets Incuba3on Manager / Intel (Co-Founder, Intel Sikh Employee Resource Group (ISEG))

3 Adding Business Value by Retaining, Advancing and Developing Leaders Grant Clarke-Crews

4 THE ANSWER IS RIGHT IN FRONT OF YOUR FACE +20% PROMOTION RATE FACE-TIME

5 Adding Business Value by Retaining, Advancing and Developing Leaders - ERG Case Study Suman A Sehra Intel Corpora4on Friday, September

6 Suman A Sehra Speaker Bio IoT New Markets Incuba4on Manager and PlaRorm Solu4on Architect at Intel driving new market opportuni3es and business models to win market making customers and create thought leadership for Smart City services Founder and Cross-site President of Intel Sikh Employee Resource Group (ISEG) Fast-paced career with Intel allowed to grow and lead in various roles: process technology development, customer enablement, strategic business development, opera3ons management, and new market incuba3on MS in Electrical Engineering (2007) and MBA (2015) with summa cum laude from California State University Sacramento and cer3fied PMP

7 Case Study Objec4ve Add Business Value by Retaining, Advancing and Developing Leaders What are the best prac3ces for building a pipeline of qualified candidates and offering innova3ve leadership development opportuni3es for a diverse workforce? Learn how to awract, integrate, support, and retain employees with diverse backgrounds, all while providing them support and opportunity to integrate into company culture Explore adop4ng a 4C framework (Culture, Career, Commerce, and Community) in alignment with your diversity and inclusion ini3a3ves Discover how to use tools to align ERG efforts to focus on areas of recrui3ng, reten3on, and community

8 Intel Sikh Employee Resource Group (ISEG) Since 9/11 several hundreds of reports 1 from the Sikh community about hate crimes, workplace discrimina3on, school bullying, and racial and religious profiling Intel Sikh Employee Resource Group (ISEG) was formed in 2013 to educate the fellow employees and community to raise awareness on Who Are The Sikhs ISEG believes in preserving and passing on the essence of the Sikh heritage to the growing Sikh youth diaspora 1 h,p://

9 Problem Statement How can Employee Resource Groups drive Business and Community impacts through recruiting, retention, and community initiatives and making Intel a Great Place to Work (GPTW)?

10 Process ISEG was formed with a structured plan in mind and a mul4-year roadmap to make the group successful and deliver value to members and Intel. Goals: Create a diverse workforce that can work effec3vely acknowledging and respec3ng employees from different ethnic and religious backgrounds Promote diversity by awrac4ng and integra4ng employees of diverse background including members of Sikh community Create a GPTW environment for all members and provide them support and networking opportuni3es to all members, mentor/coach from experienced members Add business value to the member BU and Corpora3on

11 Eleva4ng ISEG Impacts 4C Framework 1 4C Framework is being adopted by a growing number of companies for their ERGs Based on the belief that anything an ERG does, can fall in one of the 4C areas. 4C Framework is in alignment with Intel's diversity strategy framework and ERG Business Strategy CULTURE - Affinity Impact - Systems - External Focus -Collaboration - Talent Engine - Professional Development - Market Penetration - Consumer Insight CAREER COMMUNITY COMMERCE 1 4C Framework developed by Dr. Robert Rodriguez/DRR Advisors LLC

12 ERG Strategy Aligned to Corporate Diversity Strategy ISEG ERG INTEL Recrui4ng/Onboarding Achieve full representa3on, accelerate diverse hiring Ac3ve par3cipa3on in universi3es outreach events/ hiring events Manage resume pipeline and match candidates with job openings based on skills (diversity) Provide assimila3on and guidance resources to new hires to help navigate their career at Intel Reten4on/Progression Retaining diverse talent, advance careers Offer leadership roles and opportuni3es on board Provide career coaching services and safe ground for junior employees to prac3ce leadership skills Promote augmenta3on of the career growth path: technical and business acumen Community Inclusion Foster and drive inclusion in smart connected world Par3cipate in internal and external outreach diversity events Work with external 501(c) partners to volunteer for a social cause 3es to employer s objec3ves Engage in community events and showcase our faith and culture

13 ISEG Recommended Tools q 4C Framework q Annual Map Day/Ac3on Plan q Strategic Roadmap Alignment q Ac3ve engagement in D&I events q Monthly Board mee3ng q Monthly Newsleeer q Talent Pipeline q Leveraging Technology: member engagement, analy3cs, marke3ng q Member Integra3on q ERG Branding and Promo3on

14 Takeaway - 4C Framework Approach 1 1 Adapted from 4C framework by Dr. Robert Rodriguez/DRR Advisors LLC CULTURE ERG serves as a useful resource for HR on specific diversity/inclusion topics Educate HR and Diversity team on the key issues impac3ng the community Clear and transport board structure and leadership selec3on process ERG elevates cultural compe33on and impact to the company CAREER Create professional development offerings for broad member base Provide career coaching/mentoring Seek execu3ve sponsorship and involvement Create board/leadership posi3ons are sought afer Collaborate & build rela3onships with partners and thought leaders Enhance and elevate ERG and Corporate reputa3on and brand awareness Work with educa3onal ins3tu3ons to raise awareness and support STEM COMMUNITY Align ERG goals to BU/Corporate strategic impera3ves Add business value and measure through recrui3ng, reten3on & inclusion goals 3ed to revenue goals ERG supports specific ethnic/cultural market research and marke3ng Seen as revenue genera3on resource COMMERCE

15 ISEG Impact Created a beeer sense and apprecia4on for Sikh contribu3ons in the community Exposed to a structured methodology (leadership focus, running mee3ngs, organiza3ons, etc.) on establishing a new ERG and growing it Learn tools/methodologies for ERG structure, member engagement and add business value Succession planning - Growing members via incremental par3cipa3on with recogni3on and celebra3ng small wins R to L: Suman Sehra (X-Site President ISEG), Krzanich (Intel CEO), and Tasvir Virk (Vice President ISEG) at ERG Leadership Summit

16 Results Diverse Teams Perform BeWer! Firms with highest level of racial diversity generated 15 TIMES MORE SALES on than those with the lowest levels 57% INCREASE IN PERFORMANCE against goals Firms with females in the C-Suite generated $44 MILLION MORE in revenue on average Focusing on diversity helps us create a cri5cal mass of difference. Focusing on inclusion helps us realize the true power of that difference, and create a place where everyone ma<ers and is valued. Danielle Brown, Chief Diversity Officer, Intel Sources: David Rock; Herring, 2009; Dezso & Ross, 2011; CEB, 2010

17 Adding Business Value by Retaining, Advancing and Developing Leaders - ERG Case Study Suman A Sehra Intel Corpora4on Friday, September