Employee resource group excellence : grow high performing ERGs to enhance diversity, equality, belonging, and business impact / Robert Rodriguez.

Format:

Book

Author/Creator:

Rodriguez, Robert (President of DRR Advisors), author.

Language:

English

Subjects (All):

Organizational change--United States.

Organizational change.

Employee affinity groups--United States.

Employee affinity groups.

Diversity in the workplace--United States.

Diversity in the workplace.

Physical Description:

1 online resource (275 pages)

Place of Publication:

Hoboken, New Jersey : Wiley, [2022]

Summary:

"Approximately 90% of Fortune 500 companies now have employee resource groups (ERGs). Some have had ERGs for over 30 years. Other companies are just launching their employee resource groups. Organizations with ERGs tend to have between 6 to 8 of them. When organizations have ERGs, their minimum target is to get at a minimum of 10% of their employee population belonging to an ERG. Some companies have ERGs that are quite established in an organization to the point that they have about 40% of their employees belonging to one ERG. Yet even though ERGs are quite prevalent in corporate America, most companies struggle to expand the value proposition of their ERGs beyond them being viewed as the "food, flag and fun" groups. This reputation has been established because ERGs often focus on social events, networking activities, community outreach and cultural celebrations. These aspects are important, but ERGs remain an under-utilized business asset. Also, while companies try to leverage their ERGs as a mechanism to groom future leaders, ERGs are not a destination for existing leaders within a company. This book includes an exhaustive look at the current state of employee resource groups in corporate America. The authors leverage their extensive experience in consulting with over 300 companies with their ERG initiatives to find gaps that need to be closed in order to elevate ERGs to greater value. More importantly, the authors leverage ERG assessment data gleaned from close to 200 corporations to identify key insights, trends and correlations that help to differentiate top tier ERGs from ERGs that have minimum impact. Through first-hand experience, analysis and assessment findings, the authors share their insightful recommendations on how to unleash the potential held within ERGs in corporate America"-- Provided by publisher.

Contents:

Cover

Title Page

Copyright

Contents

Introduction: The Milli Vanilli Syndrome

Milli Vanilli

Chapter 1 Beyond Food, Flag, and Fun

The Current State of Employee Resource Groups

The Very Heart of Diversity and Inclusion Efforts

Employee Resource Group Basics

Seeing Global ERGs as Simply Overseas Extensions of US Groups

ERG Trends

Alignment with Talent Management

Underutilized Business Assets

Metrics‐that‐Matter

Succession Planning

Skeptical Middle Management

Narrowing ERG Ambitions

ERG Leader Development

Chapter 2 The Seven Deadly Sins

Derailers That Prevent ERG Excellence

Seven Deadly ERG Derailers

1. Big Picture Derailer

2. Pace of Change Derailer

3. Self-Serving Derailer

4. Rule-Breaking Derailer

5. Peers-Managing-Peers Derailer

6. Decision-Making Derailer

7. Poor-Leadership Derailer

Chapter 3 Movers and Shakers

Nurturing the Success of ERG Leaders

Outline ERG Leadership Benefits

Individual Contributor as ERG Leader

Work Skills

Time

Values

Individual ERG Coaching Sessions

ERG Leadership Summits

ERG Leadership Academies

ERG Leader Competencies

Effective Decision-Making

Balancing Leadership Priorities

Chapter 4 The 4C ModelTM

A Holistic Approach Toward ERG Excellence

Key Aspects of the 4C ModelTM

Using the 4C ModelTM

Chapter 5 Career Pillar

Turning ERGs into a Talent Engine

Professional Development

Talent Pipeline

Chapter 6 Community Pillar

Collaboration and External Outreach

External Outreach and Focus

Collaboration Is Key

Chapter 7 Culture Pillar

Building a Culture of Excellence and Belonging

Belonging

Systems

Measurement Strategy

High-Performing Leadership Teams

Consistent Operating Rhythm

Organization Structure

Chapter 8 Commerce Pillar.

No Longer an Underutilized Business Asset

Organizational Alignment

Executive Sponsors

Existing Clients

Incremental Revenue

Business Effectiveness

Chapter 9 ERG Analytics

Data‐Driven Insights

Normative Database Mining

ERG Leadership Roles Need to Be Highly Desired

Appoint Your ERG Leaders to Top Grade the Role

ERGs Are an Underutilized Asset

Professional Development Across the Career Continuum Is Lacking

ERGs Are Not Benchmarking Adequately

Not All Business Units Value ERGs

Career and Commerce Are Key

Chapter 10 ERG Metrics‐That‐Matter

Measuring ERG Impact and Excellence

Key Measurement Principles

ERG Metrics‐That‐Matter

Chapter 11 High Performers and High Potentials

ERGs and Talent Management

ERG Ownership

ERG Membership

Leadership Development Mechanisms

High Performance

Business Credibility

Strategic Mindset

Ability to Develop Others

Building Effective Teams

Transitioning to an Appointment Process

Executive Sponsor Buy-In

Communicating the Reason for Change

Chapter 12 Strategic Planning

Using the Google Maps Approach

First, Determine ERG Current State

Next, Establish a Desired Future State

Finalize Your Strategic Plan

Chapter 13 Next‐Generation ERGs

The ERG Excellence Manifesto

About The Author

Index

EULA.

Notes:

Description based on print version record.

Includes index.

ISBN:

9781119813750

1119813751

9781119813767

111981376X

OCLC:

1281961859