How to Start an Employee Resource Group (ERG)

Transcription

1 How to Start an Employee Resource Group (ERG) October 2013

2 EQUALITY

3 Our civil rights laws reflect a deep and rich view of equality. Often, equality is achieved by treating everyone the same. But equality is not just about treating everyone the same, because we are not all the same to begin with. Equality also means treating others as equals with equal dignity and respect in a way that fully acknowledges the integrity and fullness of who they are. EEOC Commissioner Chai Feldblum 2010 Out & Equal Workplace Summit 3

4 What would Equality in the Workplace look like?

5 What would Equality in the Workplace look like? Equal dignity & respect Treating others as equals Acknowledge integrity & fullness of who they are

6 ERG Continuum Visibility & Community Education & Influence Driving Business Value

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8 Out & Equal Workplace Advocates Our mission: Educate and Empower organizations HR professionals ERGs individual employees Inclusive programs and services in workplace policies opportunities practices benefits For all sexual orientations, gender identities, expressions and characteristics.

9 Impact of HRC s CEI Defining the goals over time Providing the measurement Driving the dialogue Engaging competitive spirit Strategic Change 189 Companies with 100 rating in 2012 How can you leverage the CEI in your organization?

10 Corporate Leadership 636 Officially rated businesses 2012 HRC Corp Equality Index

11 Progress across Fortune HRC Corp Equality Index

12 State of the ERG If your ERG were a movie, what would the title be? Successes/Strengths Barriers/Challenges Goals for the Future

13 Movie Title: Successes/Strengths Barriers/Challenges Goals for the Future:

14 ERG VALUE PROPOSITION

15 Members Organization

16 Creating Value for Members Finding & creating community Developing skills Leadership Interpersonal Project management Organizational savvy Increasing self-confidence & personal authenticity Opportunity to be a part of something important Opportunity to participate in philanthropy Increase pride in organization And

17 Value: Members

18 ERG Challenges From State of LGBT ERGs Report:

19 Facilitating and leading the ERG Development of members Engaging and sustaining membership Succession planning Other Care and Feeding

20 Members Organization

21 Creating Value for the Organization Understand what is important to the organization Align your ERG goals and approach to Business strategy Bottom line goals Corporate Values & Culture Executive Development or Interests Creatively utilize any available leverage points How do you become the internal consultant? Why do they need you? What is your internal marketing strategy?

22 HR & Diversity Teams Strategic Engagement Allies Employees Executives Never underestimate the power of Storytelling

23 Allies

24 Focus Areas for ERG Impact CUSTOMERS/ MARKETING EQUAL POLICIES & BENEFITS ADVOCACY & CORPORATE RESPONSIBILITY Employee Resource Group TALENT MANAGEMENT & PROFESSIONAL DEVELOPMENT WORKPLACE CLIMATE

25 Value: Company

26 ERG Value Proposition

27 Community Impact Corporate Social Responsibility Volunteerism Fundraising Public Policy Strategic community service attracts the interest of both employees & company leadership

28 Value: Community

29 Community Considerations Link to business and/or philanthropy strategies Tap into Executives interests and passions Polish brand and company reputation in targeted areas Engage broader employee base Give back to something that matters Have fun! Fill your own tank, and those of your members

30 ACTION PLANNING 30

31 Building your Plan Outcomes Assets/Strengths Barriers/Challenges Impact (members, org, community) Approach/Strategy Support needed Communications plan Measurement

32 ACTION PLANNING WORKSHEET Outcomes (What do you envision? What are you trying to create?) Assets/Strengths (e.g. people, policies, culture, leadership, business links, history) Barriers/Challenges (e.g. people, policies, culture, leadership, budget, history) 32

33 ACTION PLANNING WORKSHEET Impact (on members, organization, community) Approach/Strategy (How will you move forward to accomplish your goals?) 33

34 ACTION PLANNING WORKSHEET Support needed (e.g. budget, exec sponsor, HR, connection to other ERGs, admin, project mgt, website space) Communication (What comms vehicles will you use? Internal marketing? Event announcement? Member recruiting?) Measurement (How will you know you re successful? How will you share successes? What accountability is in place?) 34

35 Examples of Factors Impacting Success Ability to link to business and/or culture drivers Leadership awareness & sponsorship Company policy/practice and history with ERGs (budget, time off, perception of value) Engagement of Allies and Executives Tools available (planning, tracking) HR or PM support? Membership capacity Available, committed ERG Leaders

36 Sharing the Ride Visibility & Community (Getting Started) Educating & Influencing (Experienced, Internal Focus) Driving Business Value (Mature & Thriving)

37 Future of ERGs Creativity may be the word that best sums up our view of the next phase of ERG evolution. The energy being generated by ERGs and the enthusiastic support being offered by visionary business leaders who see their potential will almost certainly lead to more growth, more involvement, and more innovative contributions in the future Mercer study on Evolution of Employee resource Groups

38 LEARNING FROM EXPERIENCE