PowerPoint Presentation · Keith Dunnell GSS Executive presentation on HRS Newsletter YMCA Stem...
Transcript of PowerPoint Presentation · Keith Dunnell GSS Executive presentation on HRS Newsletter YMCA Stem...
2014
www.DiversityBestPractices.com
Round II: Expanding Communications / Building Relationships
Track C: EXPERIENCED ERG LEADERS: Executive Sponsors & Beyond: Engaging Stakeholders Across the Business
Facilitator: Michelle Taylor-Jones, The Taylor Group Presenters: Bridgette Bastien, CVS Caremark Chris Conley, Siemens Energy Joshua Stewart, PNC Financial Services
2014
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Bridgette Bastien Director, Product Innovation and Marketing
CVS Caremark
Round II: Expanding Communications / Building Relationships
Track C: EXPERIENCED ERG LEADERS: Executive Sponsors & Beyond: Engaging Stakeholders Across the Business
2014
www.DiversityBestPractices.com
2014
www.DiversityBestPractices.com
CVS Caremark - CRGs Overview Strategic Diversity Management philosophy: Our 200,000+ employees help manage diversity in various ways, including Colleague Resource Groups (CRGs).
WSN Mission: Empower colleagues to develop leadership and professional networking skills through educational, mentoring and volunteer opportunities
2014
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Where we were a few years ago...
6
Executive Sponsor left the company and stakeholders withdrew support
Only ~350 members across the enterprise
Members not actively engaged
Leaders overwhelmed and overworked
2014
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Where we are today...
7
Our current Executive Sponsor is company President & CEO
Number of stakeholders and level of support increasing
Over ~1,200 active members across the company (~10% male)
Inspired and innovative leaders
2014
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Sponsorship… The Key to Success
8
Sell the Story and Leverage the Brand
Develop Achievable and Stretch Goals
Influencing Leaders
Visibility into Corporate and Strategic Imperatives
Alignment with Corporate Diversity Strategy
Redefine Colleague Engagement
2014
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What the future holds for WSN…
9
Help to Drive Business Critical and Enterprise Initiatives
Strengthen Community-Based Partnerships
Continue to Provide Resources/Tools for Professional Advancement
Become a Best-in-Class Colleague Resource Group
2014
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ERGs getting to the next level…
10
1. Align the ERG’s strategy to the Corporate Diversity Strategy
2. Ensure the ERG’s leadership structure fosters long-term success
3. Engage Executive Sponsors and Stakeholders at all levels and in different business areas
4. Consistently demonstrate and proactively communicate the ERG’s value to the company
5. Innovate. Innovate. Innovate!
2014
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Bridgette Bastien Director, Product Innovation and Marketing
CVS Caremark
Round II: Expanding Communications / Building Relationships
Track C: EXPERIENCED ERG LEADERS: Executive Sponsors & Beyond: Engaging Stakeholders Across the Business
2014
www.DiversityBestPractices.com
Executive Sponsors & Beyond:
Engaging Stakeholders Across
the Business Chris Conley, Siemens Energy, Inc. Black Resource Group | June 2014
Unrestricted © Siemens AG 2014 All rights reserved.
2014 Page 12 Siemens Energy, Inc. Black Resource Group
2014
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Employee Resource Group strategic framework based
on the 4C’s – Increased focus on Commerce
Women’s Information Network
Black Resource Group
Four Generations in the Workplace
Hispanic Resource Group
New to Siemens Group
LGBT & Allies Group
Disability Awareness & Support Network
2014
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About the Black Resource Group (BRG)
Established in 2005 to provide opportunities to develop and leverage the talents of black employees in an effort to positively impact bottom line business benefits for Siemens.
Live out our mission, execute on strategy, pulse
check with membership and executive sponsor.
2014
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State of the BRG during Fiscal Year 11/12
FY11 – FY12
“Social hour”
perception
Business
disconnect
0 executive
engagement
2014
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Setting the BRG Strategy:
Fiscal Year 12/13
Goals SWOT
Key Players Tactics
2014
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Process/Adoption – Fiscal Year 12/13
Monthly lead meetings
(template)
Agreement on roles &
responsibilities
Work together to define
BRG values
SharePoint® alert
setup
Branding
Inclusion & Diversity
Council
Quarterly updates 4C’s:
Community, Culture,
Career, Customer
Executive Sponsor
Quarterly updates
(strategy pulse check)
Executive
management
Engagement
Middle Management
Engage during
membership
appreciation
Engage to garner
support (membership
survey)
Monthly Newsletter Professional brand
(BRG image)
Scheduled monthly,
every third Thursday
Event recaps
Membership highlight
Volunteer opportunities
Membership Pulse
Check Membership surveys
(beg/mid/end)
New Members Membership drive
(March)
Standard welcome
template
Face-to-face greetings
Leadership Core Team Membership
Communications
Internal Quarterly invitation to
engage in affinity
networking calls and
best practice sharing
External Quarterly invitation to
engage in affinity
networking calls and
best practice sharing
Community service
collaboration
Stakeholders
2014
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Process/Adoption – Fiscal Year 12/13
October November December January February
Newsletter
Membership Pulse Check
Survey
Newsletter
Mentoring Workshop w/ HRG
Keith Dunnell GSS
Executive presentation on
HRS
Newsletter
YMCA Stem Event w/ HRG
Newsletter
BRG Management meeting
facilitated by Exec Sponsor
UCF T&A Recruiting
Support
Gentlemen’s Luncheon
Industry Best Prac.
TBD: YMCA STEM
Newsletter
Executive Panel
Sherriff Demings
Habitat for Humanity
ENG Week: John Amos
AABE
BHM Finale (Executives,
Jazz, Networking)
March April May June July
YMCA STEM
BRG Rebranding Launched
Newsletter
Membership Drive (All Quads)
Mentoring Workshop w/ HRG
Earth Day Community Service
YMCA STEM
Newsletter
BRG Values Established
Newsletter
YMCA STEM
Path 2 Promotion w/ Cheryl
James
YMCA STEM Recognition
Year End
AABE General Body
Meeting
Ladies Luncheon
Newsletter
Admins Day BRG
Certificates
Fireside Chat with Doug
Shipman
GSS Fair
Newsletter
Industry Best Prac.
Membership Social
Bowling
August September
Youth Energy Academy w/
AABE & Duke Energy
Newsletter
Duke Energy Special Guests
REN Conference
Membership Pulse Check
Newsletter
Membership Volunteer
Appreciation Picnic
Diversity Days
NALC Conference in Chicago
AABE General Body Meeting
Host
2014
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Execution – Executive Sponsor and
Stakeholder Engagement Jun
2012
Dec
2012
Feb
2013
Jun
2013
Aug
2013
Sept
2013
Dec
2013
Executive
Sponsor
Committee
Leads
Management
Business
Stakeholders
CEO
2014
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Results/Measurement
Talent Acquisition Representatives
Leads for 1st National Cross-Sector
Conference
National Recognition for Membership
Five career focused events
Executive sponsor development – Executive
Leadership Council
Recruitment, Retention, Development
Five external community events
America Association of Blacks in Energy
Special Guest of Duke Energy for award
ceremony
AABE General Body Meeting, key members
of JEA, Duke Energy, FPL, GRU in
attendance
Brand Impact & Customer Alignment
Compared to one year ago, the
BRG has improved on its mission.
Membership Acknowledgement
2014
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Results/Measurement
FY12 – FY13
From “social hour”
perception to…
From business
disconnect to…
Recognized as Business Asset
Full support of executives for Department of
Energy
New challenge for our BRG to support the
business globally
Developed and Strengthened Business
Stakeholder relationships
From 0 executive
engagement to… Increased executive access and support
2014
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Takeaways
1. Commit to regular scheduled meetings for strategy
realignment and shared ownership
2. Utilize and customize tools (plan of action and
communication plan)
3. Identify win/win opportunities for sponsor, business
stakeholders and ERG
Engage, Educate, Expose, Excel!
2014
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Contact
Chris Conley
Senior Engineer
Siemens Energy, Inc.
4400 Alafaya Trail
Mail Code Q1-316
Orlando, FL 32829
Phone: 407-736-5676
E-mail:
www.siemens.com/energy
2014
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Joshua Stewart
Vice President, Diversity and Inclusion Manager
The PNC Financial Services Group, Inc.
Enhancing Stakeholder Engagement Through Recognition
2014
www.DiversityBestPractices.com
The PNC Financial Services Group, Inc. (NYSE: PNC) is one of the United States’ largest diversified financial services organizations. Operating
primarily in 19 states and the District of Columbia, PNC provides retail and business banking; residential mortgage banking; specialized services for corporations and government entities, including corporate banking, real estate finance and asset-based lending; wealth management and asset management.
Our Employee Business Resource Groups (EBRGs):
2014
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Common Focus Areas: Employee , Customer, Community
Opportunity 1: Link D&I Programs
EBRGs - Open to all
employees. - Leverage and
develop workforce opportunities for professional and business development
LOB Councils
- LOB leaders and individual contributors.
- Identify and execute upon workplace opportunities with business-resonant initiatives
Regional Council - Cross functional
market teams - Identify and
execute upon Marketplace opportunities with regionally resonant initiatives
2014
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EBRG Structure (x 10)
President Vice President Secretary Treasurer .
Executive Sponsor
Local Sponsor .
LOB Council Structure (x 11)
Department Reps Geographic Reps Strategic Partners .
Executive Sponsor
Council Chair(s)
Regional Council Structure (x 34)
Business Designee EBRG Designees Strategic Partners
Regional President
Market Liaison .
Alumni Members
Opportunity 2: Challenge Sponsorship Silos
2014
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“I know how/when to recognize (teamwork, performance, respect, etc. . . ) but how do I recognize Diversity and Inclusion?”
“What exactly are my employees DOING at these EBRG events or meetings?”
“I’m not sure how to talk to an employee about what they are doing in an EBRG.”
Opportunity 3: Increase Stakeholder Buy-in
2014
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Solution: Comprehensive D&I Recognition Strengthens organizations commitment to diversity and inclusion.
Engages executive stakeholders
Increases visibility of the D&I strategy.
Delivers recognition to both managers and individual contributors
Recognizes both long term and day-to-day accomplishments.
Demonstrates to employees what the desired behaviors look like
Provides a platform for sharing best practices and innovation
2014
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Comprehensive D&I Recognition: D&I Champions 9 Diversity and Inclusion Champion awards are presented
annually to recognize both group and individual contributions:
Chapter Champions (x3) Employee, Customer, and Community Awards
Council Champions (x3) Employee, Customer, and Community Awards
Individual Contributors (x3) EBRG, LOB and Regional Awards
• Winners selected by D&I program sponsors
• Awarded by executives at annual D&I Leadership Conference
2014
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Comprehensive D&I Recognition: World Class Inclusion Managers
• I always trust my organization to be fair to all employees. • My organization treasures diverse opinions and ideas. • If I raised a concern about discrimination, I am confident my
employer would do what was right. • My supervisor creates an environment that is trusting and open.
In partnership with the Gallup organization PNC began including four questions in its Gallup employee survey that gauge employee perception of PNC’s workplace inclusiveness. The World-Class Inclusion program recognition program celebrates the achievements of managers-of-managers who meet/exceed the Gallup Identified “World Class’” index score.
2014
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Comprehensive D&I Recognition: Spotlight & Annual Recognition
• Leverages enterprise recognition platform • Real-time recognition aligned with core values • Measurable
• Annual personalized letter from CDO and D&I manager to D&I program leaders.
• Timed with year-end performance conversations • Sent to employee manager and D&I program
sponsor
2014
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1. Assess whether/not a stand-alone D&I recognition program is appropriate within your culture
2. Don’t underestimate the value of recognition in increasing morale, membership, and innovation
3. Engage stakeholders in the creation of recognition programs and in the annual recognition process
4. Be realistic about the administration time and costs for implementing recognition programs
5. Look for opportunities to embed Diversity and Inclusion components into existing and measurable recognition vehicles (ex. engagement surveys) in which the organization is already invested.
D&I Recognition Tips for Success:
2014
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Joshua Stewart Vice President, Manager, PNC Diversity and
Inclusion PNC Financial Services
Round II: Expanding Communications / Building Relationships
Track C: EXPERIENCED ERG LEADERS: Executive Sponsors & Beyond: Engaging Stakeholders Across the Business
2014
www.DiversityBestPractices.com
Coming Up Next:
Track A: Emerging ERG Leaders: Engaging Middle and Front Line Manager Support Auditorium / 1Fl
Track B: ERG Program Managers: Creating
Successful Partnerships Between Employee Networks & Talent Acquisition Pres Gallery / 1Fl
Track C: Experienced ERG Leaders: Executive
Sponsors & Beyond: Engaging Stakeholders Across the Business Room 20 / 2Fl
Track D: Burning Issues Forum: An Internal ERG
Leadership Academy—Necessity or Fad? Room 440 / 4Fl