Employee Resource Groups becoming Business Resource Groups How does an LGBTQ affinity group impact the bo;om line? Facilitated by: Heather Wellman, Anthony Hessel7ne & Christopher McCormick of Starbucks Coffee Company Coffee Tasting All rights reserved. © 2012 Starbucks Corp. All information is proprietary and confidential 2 Session Objec7ves How is your ERG performing: •  The Business Results: What are you doing/sharing today? What metrics or data are you sharing with your ERG, Diversity Teams and others in your organiza7on ? •  The Compe<<on: What are your compe7tors doing? Do you know? How are you seNng yourself apart from your compe77on? •  Leadership: What ways are you telling your story current state and future state with your leadership teams? What do you need to do differently? What metrics or data would you like to include to build your case or change percep7on? •  The Future: Iden7fy the key ac7ons you and your ERG can take over the next year to move the dial on becoming seen as a Business Resource Group. With a solid understanding of how you are performing along with a more complete view of the future state, we will challenge ourselves to make a personal difference as leaders in the LGBTQ community. Presenters Anthony Hesseltine Heather Wellman Christopher McCormick Senior Operations Buyer Manager Learning Business Partner Global Supply Chain Customer Service Strategy Learning & Development 4 Biographies All information is proprietary and confidential Anthony Hesseltine is a Senior Operations Buyer for beverage components at Starbucks. As a nine year partner, Anthony is currently a co-­‐chair of the Pride Alliance Network where he has held various roles during his tenure. Anthony’s career experience includes continuous improvement, training and sales strategy. He has also served as the Starbucks national team captain for American Cancer Society’s Relay for Life program as well as a volunteer for local non-­‐
profits Rise ‘N Shine and Lifelong AIDS Alliance. His favorite beverage is a triple extra-­‐hot latte in the winter time and a trenta cool lime refresher in the summer. Heather Wellman is a Customer Service Strategy and Programs Manager at Starbucks where she’s been a partner for the last two and a half years. She is also the co-­‐chair of the Starbucks Pride Alliance Partner Network and chair of the Starbucks Inclusion Council. Heather’s career spans the non-­‐profit and corporate sectors, with a focus on strategy, leadership development and training. Prior to joining Starbucks, Heather was responsible for leadership development and onboarding for one of Wyndham Worldwide’ s largest business units and spent five years working for the Human Rights Campaign (HRC) in Washington, DC. Her favorite beverage is a Starbucks Reserve Sun-­‐dried Ethiopia Sidamo on the Clover. Christopher McCormick is a Learning Business Partner in Learning & Development and has been a partner for a little over a year. He is the co-­‐chair of the Policy Committee of the Starbucks Pride Alliance Partner Network. Christopher’s career includes work within the non-­‐profit and corporate sectors, with a focus leadership, diversity & inclusion, sales, strategy and change management. Prior to joining Starbucks, Christopher was responsible for training & development for Bank of America’s client facing businesses. Christopher has worked with a number of local non-­‐profits including Lambert House, GSBA, Lifelong AIDS Alliance and the HRC. His favorite beverage is also a Starbucks Reserve Sun-­‐dried Ethiopia Sidamo on the Clover. All information is proprietary and confidential 6 Session Objec7ves How is your ERG performing: •  The Business Results: What are you doing/sharing today? What metrics or data are you sharing with your ERG, Diversity Teams and others in your organiza7on ? •  The Compe<<on: What are your compe7tors doing? Do you know? How are you seNng yourself apart from your compe77on? •  Leadership: What ways are you telling your story current state and future state with your leadership teams? What do you need to do differently? What metrics or data would you like to include to build your case or change percep7on? •  The Future: Iden7fy the key ac7ons you and your ERG can take over the next year to move the dial on becoming seen as a Business Resource Group. With a solid understanding of how you are performing along with a more complete view of the future state, we will challenge ourselves to make a personal difference as leaders in the LGBTQ community. Big Ideas? Questions for Table Groups All rights reserved. © 2012 Starbucks Corp. All information is proprietary and confidential 2 Table Discussion Ques7ons •  Table #1 –  What are you doing today to plan events or deliver on your strategy? –  How much data from the business drives that? –  Are you doing “what you always do” or building strategic partnerships based on the organiza7ons goals? –  What are some steps you could take or think about to approach it differently? •  Table #2 –  What metrics do you look at today to inform your approach year over year? –  Do you have a long term vision or plan year to year? Benefits/Risks of your current approach? –  What would you like to do differently to have a bigger impact on your organiza7on? –  How are you working with other ERGs in your company to share best prac7ces? Table Discussion Ques7ons •  Table #3 –  Who are your key stakeholders and how to engage them and keep them informed? –  What is their current level of engagement? –  How would you like that to be different in the future? –  What tac7cs or changes could you make to drive engagement and par7cipa7on in the future? –  Thoughts on next steps? •  Table #4 –  How does your organiza7on connect with the community holis7cally? And the LGBTQ community differently? –  What would you like to see change in the way that happens? –  What steps or ac7ons could your ERG take to shi^ or influence that change? –  Who would you engage with in the organiza7on to gather metrics or build your case for change? Table Discussion Ques7ons •  Table #5 –  What is your compe77on doing compared to you? –  How would you like to see that shi^ or change? –  What would your ERG need to do to impact/influence that change? –  How do you share best prac7ces with the larger ERG community today? –  What would you like to do differently in the future? •  Table #6 –  What does ERG to BRG mean for your organiza7on? –  What are you doing today to help transform that in your organiza7on? –  What would you like to differently going forward? –  How do your bring others in your organiza7on along with you on the transforma7onal journey? (Stakeholders, Exec’s, other ERGs?) Report Out/Debrief 12 All information is proprietary and confidential