ERGs: A Partner for
Innovation and
Development in
Healthcare and Business
Your presenters
Pamela Abner, MPA
Chief Administrative Officer,
Office for Diversity and Inclusion
Mount Sinai Health System
Skip Spriggs
Executive Vice President and
Chief Human Resources Officer
TIAA-CREF
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What we’ll cover today
1
Evolution of ERGs
2
Value Proposition
3
Critical Success Factors
4
ERGs at Mount Sinai
5
ERGs at TIAA-CREF
6
Your ERG Journey
3
Testing out your polling device
Let’s start with an easy one…
What do the initials ERG stand for?
A
B
Employment
Regulatory Guide
C
D
Employee
Resource Group
4
Seriously though…
On the following scale, how well do you understand what
ERGs are and the value they can bring?
A
B
A little
C
D
Somewhat
5
Evolution of ERGs: From affinity to partnership
1960s
•
Civil Rights
era and
emergence of
action groups
1970s
•
Grassroots
beginnings
of employee
(Affinity)
networks/
groups
1980s
•
•
Company
Sponsorship
of ERGs
ERGs assist
the business
1990s
•
•
ERGs seen
as business
partners
Types of
recognized
groups
expand
TODAY
•
Strong ERG
business value
propositions
attract and
engage talent,
provide
leadership
development
6
Polling question #3…
ERGs help organizations with
A
B
Talent
development
C
Community
outreach and
engagement
D
E
1 and 3
7
Business value proposition for ERGs
Business Engagement
Employee Engagement
Business Value
Proposition
Talent Development
Company Reputation
Community Outreach
8
ERGs: Critical to our D&I strategy
Diversity & Inclusion drives
innovation, process improvement and creativity
Workplace
Workforce
Marketplace
Create a differentiated HR experience
at “Moments that Matter” to deliver
customer Outcomes that Matter
Leverage talent as competitive
advantage to create value for
our customers and community
Demonstrate return on investment in
human capital through improved
business outcomes
1
2
3
4
5
6
Build an Inclusive
Culture, optimizing
the diverse
backgrounds of all
employees to
improve business
results
Revitalize ERGs,
with a focus on
promoting retention
and engagement
while driving a
deeper connection
to the business
Drive strong
workforce
representation
through expansion,
measurement and
education
Embed
measureable and
programmatic D&I
philosophy into
operating model via
continuous
improvement efforts
Build external D&I
employment brand
through awards,
recognition, and by
fostering strong
external
relationships
Proactively
leverage outputs
and results from
regulatory
compliance
activities to improve
HR efforts and
outcomes
Leadership Commitment and Engagement
Education, Integration, Metrics, Communications
Put the
Customer First
Value Our People
Act with Integrity
Deliver
Excellence
Take Personal
Accountability
Operate as
One Team
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ERGs at TIAA-CREF
Millennials
Coming
Soon
Diverse
Abilities
Young
Professionals
AsianAmerican
New
Employees
Women
Emerging
Leaders
ERGs
LatinoHispanic
Remote
Workers
AfricanAmerican
Caribbean
Military
Veterans
LGBT
Single
Parents
10
ERGs drive business engagement
YPERG
Gen Y Initiative
WERG
LHERG
Hispanic Market Initiative
LGBT
ERG
Client Partnership for LGBT Financial Education
AACE
RG
ALL
Women’s Market Initiative
Black Economic Success Summit & Community Expo
Financial Literacy
11
ERGs drive employee engagement and
talent development
YPERG
Future State Workplace Architecture Job Ambassadors
WERG
LHERG
MVERG
AACERG
Lean In Women’s Development Career Education Speaker Series
Leverage ERG Members to Drive Recruitment Career Development Lunch & Learns
Veteran Recruiting Partnership “Job Translator” Support
Career Breakfast—Asset Management Ethics Month
12
Enhancing engagement & inclusion:
New ERG names
Advance
Our Corps
The talented women
of TIAA-CREF
The active military, veterans
and families of TIAA-CREF
Alliance
Unite
The association for LGBT allies
and professionals of TIAA-CREF
The Latino and Hispanic network
of TIAA-CREF
Empowered
YoPro
The African-American and Caribbean
Professionals of TIAA-CREF
The young professionals
of TIAA-CREF
Engage
The Asian-American professionals
of TIAA-CREF
13
Mount Sinai D&I strategic framework
Implementing
& Sustaining
Change
Engaging & Enabling
the Whole Organization
Creating a Climate for
Change
1
2
3
4
5
6
7
8
Create Sense
of Urgency
Build a Guiding
Coalition
Educate the
Team
Communicate
for Buy-in
Enable Action
Create ShortTerm Wins
Monitor
Progress
Continuous
Improvement
14
Mount Sinai diversity structure
Executive leadership board supporting
ODI’s mission
EDLB
Leadership,
Talent and
Faculty
Development
Education and
Training
Research on
Workforce Health
Disparities
Youth Education
Programs
(Pipeline)
Compliance and
Data Collection &
Reporting
LGBT Health
Programs and
Policy
ADA/Disabilities
Diversity Councils
and Employee
Resource Groups
Communications
Community
Engagement
Supplier Diversity
Advocacy for
Women
SYSTEM-WIDE
AREAS OF FOCUS
Recruitment,
Retention,
Advancement
Veterans
15
Mount Sinai diversity structure
Diversity Council & ERG Structure
Diversity Councils
•
ODI, hospital and School
leadership support diversity
councils to engage staff/faculty to
bring forth innovation and creativity
relative to patient care, talent
development and education
Icahn
School of Medicine
at Mount Sinai
African American
Cultural Committee
The Mount
Sinai
Hospital
Asian American
Professional
Network
Mount Sinai
Queens
ADA/
Disabilities
Focus
Mount Sinai
Beth Israel
Faculty
of Color
Network
Mount
Sinai
Brooklyn
Latino/
Hispanic
Focus
Mount Sinai
Roosevelt
Lesbian,
Gay, Bisexual,
Transgender
Committee
Mount
Sinai St.
Luke’s
Rising
Professionals
New York
Eye and Ear
Infirmary of
Mount Sinai
Women in
Science and
Medicine
Employee Resource Groups
•
ODI encourages participation in
System-wide ERGs to engage staff
in areas of interest or affinity
16
African
American
Cultural
Committee
Women in
Science and
Medicine
Asian
American
Professional
Network
ERGs at
Mount
Sinai
Rising
Professionals
Lesbian, Gay,
Bisexual,
Transgender
Committee
ADA/Disabilities
Focus
Faculty of
Color Network
Latino/
Hispanic Focus
17
ERGs at Mount Sinai
African American Cultural Committee (AACC)
•
Offers opportunities for individuals to have conversations around issues which affect the African American community.
ADA/Disabilities Focus
•
Addresses issues regarding the provision of care to patients with disabilities through staff training, facilities management, use of
medical equipment, and other resources.
Latino/Hispanic Focus
•
Allows employees to network, interact and exchange ideas which address areas that impact Latino/Hispanic Americans across
the System.
Rising Professionals
•
Brings employees together for networking and social events focused on career advice, advancement, and personal and
professional development.
Women in Science and Medicine (WiSM)
•
Provides mentoring, networking, support and professional development opportunities for female medical and graduate students,
scientists, researchers, faculty and staff.
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ERGs drive employee engagement
Asian American Professional Network
•
•
Lunar New Year Events throughout the System
Asian Pacific American Heritage Month
Faculty of Color Network
•
•
Offers mentoring, support and service
Resource for leadership and pipeline development
LGBT Committee
•
•
LGBT Health Awareness Week and NYC Pride Parade
Provides training and resources for LGBT health
19
Critical success factors for ERGs
1
Defined value proposition
2
Well-articulated program
3
Senior-level engagement
4
Shared mission
5
Well-defined action plans
6
Targeted outcomes
20
EXAMPLE: Women’s ERG
leadership engagement and shared mission
EVP
Head of Institutional Business
MD, Product Management
MD, Relationship Mgmt
2,200
Executive Sponsor
National Leader(s)
Total # of Members
Vision
Advance women personally and professionally.
Mission
Engage, empower and develop women at TIAA-CREF resulting in greater fulfillment
for the individual and increased success of the firm.
Strategy
Engage: Increase membership & chapters (including AWS), 100% EMT & SLT
Empower: LEAN IN Circles lead by senior women leaders
Develop: Leadership and Career Development events and training
Support: New Services Input, Service Days, H&W Initiatives, External Activities
21
EXAMPLE: Women’s ERG
well-defined action plan
Objectives
Business Impact
Develop Future Leaders
Engagement
Brand
Employer of Choice
Embrace high-impact
business opportunities
Enhance talent identification and
leader development at multiple
levels of the company
Integrate diversity deeper
through the organization
Build the brand of
TIAA-CREF
Promote TIAA-CREF as
Employer of Choice
Action plans
Timing
Objective
Events/Activities
Business Outcomes
Measurements
Q1
Engagement
•
National & Chapter Kick-off Events
Employee retention
Attendance – 2/11 TH call 462/+25%
Women’s Health
•
Wear Red Day – Comm. & Site Fairs
Healthier Employees
Attendance – 4 site fairs
Develop
•
Frances Hesselbein 3/27 – all employees
Leadership Inspiration
Attendance
Empower
•
LEAN IN Circles – training and new circles
Inclusion of Ideas
5 EMT/31 SLT leads.14 Circles w/216
Financial Health
•
Women’s Financial Education
Increase Savings/Assets
Attendance
Support Business
•
Focus Groups on New Products
& Services
Better Offer
Number of Groups/Participants
Support Business
•
Support Service Days
Increase Charitable Giving
Participation and goods
Support Brand
•
Leadership & Career Development Events
TIAA-CREF awareness
Touch Points
Employee development
Attendance
Q2
Q3
Develop
Q4
Empower
•
National LEAN IN Event
Employee retention
Attendance
Engagement
•
2016 additional members drive
Inclusion
# of new members
22
Polling question #4…
Well-defined action plans for ERGs are important
because:
A
B
They help focus
the energy and
actions of ERG
members
C
D
The organization
expects them
23
Polling question #5…
Where do you think ERGs can make the biggest impact
in your organization:
A
B
Employee
engagement
C
Talent
development
D
E
Company
reputation
24
Your ERG journey
In groups of three or four, discuss the following questions:
On a scale of
1-10,
where are you
in your
ERG journey?
1
No
ERGs
10
Established
& Value-add
How do you think
ERGs could
potentially add
value
(or more value)
for your
organization?
What challenges
do you/will you
face in
growing your
ERG program?
25
Final polling question
After today’s discussion, how well do you understand
what ERGs are and the value they can bring on the
following scale:
A
B
A little
C
D
Somewhat
26
QUESTIONS?
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TIAA-CREF Individual & Institutional Services, LLC, Teachers Personal Investors Services, Inc., and Nuveen Securities, LLC, members FINRA and SIPC, distribute securities
products. Annuity contracts and certificates are issued by Teachers Insurance and Annuity Association of America (TIAA) and College Retirement Equities Fund (CREF), New York,
NY.
tiaa-cref.org
© 2015 Teachers Insurance and Annuity Association of America-College Retirement Equities Fund (TIAA-CREF), 730 Third Avenue, New York, NY 10017
C25113
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