DEFINING AND MEASURING YOUR ERGs IMPACT

Transcription

1 DEFINING AND MEASURING YOUR ERGs IMPACT Deepali Bagati, PhD, Executive Director, United States Rita Chhabra, Regional Director, Northeast, United States

2 Agenda Welcome & Ice Breaker ERGs for Inclusion Panel Discussion Audience Q&A Session Concludes 2:15 pm 2:40 pm 2:55 pm 3:35 pm 3:45 pm 2

3 Ice Breaker Activity Share, discuss, and report back: My ERG is.. My ERG is not Success for my ERG is.. 3

4 The war for talent is escalating. 4

5 Diversity is a fact. Women and Visible Minorities 65% of new entrants are women and people of color. Whites are now the minority in the United States. Women have earned more degrees than men at all levels for the last 20 years. LGBTQ 1 in 10 LGBT employees leave because of unwelcome company environment. Half hide their orientation at work. Dual-Income/Working Parents 70% of married couples with children are dual income. 70% of women with children under 18 are in the workforce. Single working mothers with children are 24% of households with children. Millennials 50% of the workforce by % of entry-level age Millennials in the US are foreign born. 5

6 Being othered leads to loss of talent for organizations People who felt like others were more likely to: Be in lower ranks (work experience does not explain why). Receive fewer promotions. Lack access to visible work assignments. Have mentors in nonexecutive/non-senior level ranks. Downsize career aspirations. 6

7 Barriers exist for diverse (under-represented) talent. Stereotypes, unconscious bias, and untested assumptions lead to missed opportunities. Exclusion from informal networks leads to difficulty navigating unwritten rules. Lack of role models keep underrepresented talent from feeling included and seeing potential in their employer. 7

8 Inclusion leads to innovation and team citizenship. What does inclusion really mean to employees? How does inclusion actually contribute to performance? 8

9 Four success factors for inclusive ERGs. Articulates ERG benefits to business and talent goals Business Strategy Inclusive Mission & Communications Mission and communications that promote awareness and inclusion Build support and dialogue with D&I office, HR, other ERGs, executive leaders & allies Building Alliances Metrics & Feedback Formal metrics and reviews to meet needs of leaders and members 9

10 Key metrics for ERG success/impact Overall Assessment Assessment of changes to organizational demographics and culture CSR, Outreach, and Involvement Activities in the community ERG member volunteer hours Participation in ERG Attendance Membership growth Website visits Metrics & Feedback Involvement with Business Activities Business leads secured ERG participation in recruiting Event and Program Effectiveness Survey feedback Experiences leading to promotion 10

11 Best Practice Chevron Australia PRIDE Mission is to increase cultural competency by drawing together diverse employees with seemingly divergent interests within Chevron. Extensive engagement and events with other networks. Over 50% of ERG is Allies. Significant impact on the recruitment and retention of talent. Recurrent high positive response rate to the annual survey question whether LGBT policies were part of decision to join and/or stay at Chevron. External recognition another success measure (perfect score on the HRC Corporate Equality Index since 2005 and ranking in the PID AWEI has risen consistently since the award s inception in 2011). 11

12 Panel Discussion Moderator: Rita Chhabra Regional Director, Northeast, United States, Catalyst Panelists: Deirdra Copeland-Gonsalves Head, Enterprise Resource Groups, BMO Financial Group Kimberly Smith Manager Professional Practice, EY Rukhsana Syed Diversity & Compliance Leader, IBM 12

13 Audience Q & A 13