Inclusion: Fostering New Thinking and Solutions for ERGs
ERLI 2016
Business Case – War for Talent
2
© Catalyst 2016
ERLI 2016
Business Case – Shifting Talent Demographics
Women and Visible Minorities
LGBTQ
•
•
•
•
•
65% of new entrants are women
and people of color.
Women have earned more degrees
than men at all levels for last 20
years.
20% of working age Canadians are
visible minorities, U.S. is 38%.
Increase to 32% and 50% by 2021.
In Canada, visible minorities are
more highly educated (38%) than
general population (25%).
Veterans – U.S.
•
•
8% of workforce
1 in 5 of Gulf War Vets in workforce
are racially/ethnically diverse.
•
•
1 in 10 LGBT employees leave because
unwelcome company environment.
Half hide their orientation at work.
Of closeted employees, 31% fear losing
connection with co-workers. And 23% feel they
would not get development opportunities.
Dual-Income/Working Parents
•
•
70% of married couples with children are dual
income.
70% of women with children under 18 are in
the workforce.
Millennials
•
•
•
50% of the global workforce by 2020.
15% of entry-level age Millennials in the US
are foreign born.
Globally 90% of 15-24 age are in developing
countries.
3
© Catalyst 2016
ERLI 2016
Workplace Reality – Being the “Other”
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.
4
© Catalyst 2016
ERLI 2016
Workplace Reality – Barriers to Advancement
Barriers exist for 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.
5
© Catalyst 2016
ERLI 2016
Workplace Opportunity – ERGs for Inclusion
Inclusion leads to Innovation and Team Citizenship
How does
inclusion
actually
contribute to
performance?
What does
inclusion really
mean to
employees?
6
© Catalyst 2016
ERLI 2016
Strategic Priorities
What are the most
relevant areas of
focus for your ERG?
(e.g. Leadership
Development)
How does this
align with your
mission?
What area of
business strategy
does this
impact/add value?
© Catalyst 2016
Prioritize ,
considering what
you can do now
with the resources
you have
7
ERLI 2016
Key Influencers and Allies
Identify the key
influencers. Where
does the power sit to
allow optimal ERG
impact?
Who can you reach
out to in each group?
Who will follow up,
and when?
How will your ERG
add value?
Demonstrate
connectedness to
goals (org/manager/
group)
HR/Diversity Office
Other ERGs and
Related Councils
Senior Management
Middle Management
Community
Managers of ERG
Leaders
© Catalyst 2016
8
ERLI 2016
Ally Groups/Key Influencers
Objectives
Key Influencers
Articulate a
“Business Case”
• Communicate
the business case
• Reconfirm and
enlist executive
sponsorship
1. CEO– Major announcements, why diversity 1. Win the work
matters, communication about important
Clients
events, enlist leadership team.
demanding
2. Exec. Sponsor– Branding, selling to other
diverse teams
VPs – connection to core values; business
that mirror them
competitive advantage/client expectations;
– cultivate and
high impact and influence; speaker.
hire women
3. HR ally– Support achievement of strategic
2. Execute the work
HR objectives as they relate to ERG;
Diverse teams
delivery mechanism to connect HR
perform &
initiatives/goals with ERG.
innovate better
4. Senior Exec. in ERG– role model/speaker;
3. Cut costs
exec. influencer, highlight; recognition
High turnover of
candidate.
employees,
5. Local office Business Group LeadersMarketplace
Visible involvement, community, support
positioning
ERG leaders to ERG managers.
Why supporting
ERG? Why Now?
Develop Key
Themes
• Mission
Statement
• Tone and Look
Understand
Multiple
Audiences and
Address their
Needs
Key Messages
© Catalyst 2016
Timing /
Contact
9
ERLI 2016
In Closing
Think about the following:
• My ERG is …………..
• My ERG is not………………
What will success look like:
• 1 year from now
• 2 years from now
© Catalyst 2016
10