PowerPoint Presentation · Keith Dunnell GSS Executive presentation on HRS Newsletter YMCA Stem Event w/ HRG Newsletter BRG Management meeting facilitated by Exec Sponsor

2014

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


Bridgette Bastien Director, Product Innovation and Marketing

CVS Caremark



2014


http://mylife/My Company/Culture/Diversity/diversitymanagement/Network Groups/WomensSuccessNetwork/Pages/SpeakingUp.aspx

2014


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



http://mylife/My Company/Culture/Diversity/runclub/Pages/FitClubSurpasses1000Members.aspx

2014


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


https://alienationmentale.files.wordpress.com/2012/01/2012-movie-poster.jpg

2014


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


http://www.jongordon.com/blog/wp-content/2012/07/JGBlock-StretchTeam.jpg

2014


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


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


https://alienationmentale.files.wordpress.com/2012/01/2012-movie-poster.jpg

http://www.jongordon.com/blog/wp-content/2012/07/JGBlock-StretchTeam.jpg

http://womadz.com/blog/wp-content/uploads/2013/12/Future-Pic.jpg

2014


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


Bridgette Bastien Director, Product Innovation and Marketing

CVS Caremark



2014


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


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


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


State of the BRG during Fiscal Year 11/12

FY11 – FY12

“Social hour”

perception

Business

disconnect

0 executive

engagement

2014


Setting the BRG Strategy:

Fiscal Year 12/13

Goals SWOT

Key Players Tactics

2014


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


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


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


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


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


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


Results

2014


Contact

Chris Conley

Senior Engineer

Siemens Energy, Inc.

4400 Alafaya Trail

Mail Code Q1-316

Orlando, FL 32829

Phone: 407-736-5676

E-mail:

[email protected]

www.siemens.com/energy

2014


Joshua Stewart

Vice President, Diversity and Inclusion Manager

The PNC Financial Services Group, Inc.

Enhancing Stakeholder Engagement Through Recognition

2014


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


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


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


“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


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


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


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


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


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


Joshua Stewart Vice President, Manager, PNC Diversity and

Inclusion PNC Financial Services



2014


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

2014

Documents

PowerPoint Presentation · Keith Dunnell GSS Executive presentation on HRS Newsletter YMCA Stem Event w/ HRG Newsletter BRG Management meeting facilitated by Exec Sponsor