How to Start an EmployeeResource Group (ERG)October 2013

EQUALITY

Our civil rights laws reflect a deep and rich view ofequality. Often, equality is achieved by treatingeveryone the same. But equality is not just abouttreating everyone the same, because we are notall the same to begin with.

Equality also means treating others as equals –with equal dignity and respect…in a way that fullyacknowledges the integrity and fullness of whothey are. EEOC Commissioner Chai Feldblum 2010 Out & Equal Workplace Summit

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What would Equality in the

Workplace look like?

What would Equality in the

Workplace look like?

Equal dignity & respect

Acknowledge integrity & fullness of who they are

Treating others as equals

Visibility &Community

Education& Influence

DrivingBusinessValue

ERG Continuum

Our mission: Educate and Empower

• organizations• HR professionals• ERGs• individual employeesInclusive programs and services in workplace ►policies ►opportunities ►practices ►benefitsFor all sexual orientations, gender identities, expressionsand characteristics.

Out & EqualWorkplace Advocates

Strategic Change

Impact of HRC’s CEI– Defining the goals over time– Providing the measurement– Driving the dialogue– Engaging competitive spirit

189 Companies with 100 rating in 2012

How can you leverage the CEI in your organization?

Corporate Leadership

636 Officially rated businesses2012 HRC Corp Equality Index

Progress across Fortune 500

2012 HRC Corp Equality Index

State of the ERG

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

Movie Title:Successes/Strengths

Barriers/Challenges

Goals for the Future:

ERG VALUE PROPOSITION

Members Organization

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…

Value: Members

ERG Challenges

From State of LGBT ERGs Report:www.outandequal.org/resources/groups

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

Members Organization

Creating Value for theOrganization

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 dothey need you? What is your internal marketingstrategy?

StrategicEngagement

• HR & Diversity Teams • Allies • Employees • Executives

Never underestimate the power of Storytelling

Allies

EmployeeResourceGroup

EQUALPOLICIES

&BENEFITS

TALENTMANAGEMENT

&PROFESSIONALDEVELOPMENT

WORKPLACECLIMATE

CUSTOMERS/MARKETING

ADVOCACY&

CORPORATERESPONSIBILITY

Focus Areas for ERG Impact

Value: Company

ERG Value Proposition

Community Impact

• Corporate Social Responsibility • Volunteerism • Fundraising • Public Policy

Strategic community service attracts the interest of bothemployees & company leadership

Value: Community

CommunityConsiderations

• 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

ACTION PLANNING

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

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)

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ACTION PLANNING WORKSHEET

Impact (on members, organization, community)

Approach/Strategy (How will you move forward to accomplish your goals?)

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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?)

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Examples of FactorsImpacting 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

Sharing the Ride

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

Future of ERGs

“Creativity may be the word that best sums up ourview of the next phase of ERG evolution. Theenergy being generated by ERGs and theenthusiastic support being offered by visionarybusiness leaders who see their potential willalmost certainly lead to more growth, moreinvolvement, and more innovative contributions inthe future.”

2012 Mercer study on Evolution of Employee resource Groups

LEARNING FROMEXPERIENCE