Chad Minnick, Pride@SAP North AmericaRachel Ho, Pride@SAP North America

Out & Equal Annual Summit 2019

ERG 100Getting Started and Getting Going

Intro’s

Hands Up

History

Local Journeys

Framework

Learning

Agenda

Husband Star Wars NerdFather

Hi, I’m Chad

Newly-minted New Yorker

Canada LeadAdventurer

Hi👋, I’m Rachel

What to expect from this presentation

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Starting up

• Locale• Geography• Community• Office

environment

• People• Colleagues• Executives• Fellow ERGs

Analysis

• Local needs• Employees• Regional community• Organization

• Strengths• Unique differentiators• Leverage context

• Align with your diversity & inclusion team on budget planning/asks• Identify partners:

• Line-of-businesses• HR• Talent Acquisition• Marketing• CSR• Fellow ERGs

• Polish elevator pitch customized for your audience (e.g. regional president, LoB execs, etc)

• Always connect back to your mission statement and measurable KPIs

Budget

Assemble and Organize Core Team

• Evaluate individual and team goals• Voices of each individual to form collective team structure

• Do what makes sense for your team• Committees vs. focus areas with flexibility

• Consider Core Team organizational structure• Stay away from “committees”?• Structure with fluidity in mind• Fit to natural strengths and abilities• Aligned with Mission Statement• Executive Sponsor

• Align with your locale and stakeholders• Reflect core team, site goals, corporate vision• Ask: Who are we for?

Pride@SAP PNWUnder the umbrella of Global Pride@SAP, USA and Canada chapters, Pride@SAP PNW aims to make SAP and Concur a great place to work for current and future LGBTQ employees, thus helping achieve SAP's, Concur's and our customers’ vision and objectives.

Our group:• Advocates for fair, safe and comfortable communities where we work and live while raising

awareness of the business value of full inclusion and authenticity.• Provides an open social and networking forum in the Pacific Northwest for LGBTQ employees

and supporters, including Concur’s field-based employees.• Gives back to our local communities, helping to support and enrich the goal of diversity at

Concur and SAP as a whole.

Mission Statement

Goals

• Specific• Detail the current state, identify opportunity

• Measurable• Define your KPIs

• Attainable• Manage expectations• Work backwards

• Relevant• How does this impact the bigger picture

• Timely• Leverage momentum

SpecificAfter 2 consecutive years of marching in the Vancouver Pride Parade, we wanted to elevate and scale our impact (while working within the same budget restraints).

Rather than march as a single entity as SAP, we reached out to the tech community and joined an LGBTQ2+ tech collective “#TechLovesPride” with Microsoft, EA, Hootsuite, etc.

Measurable• 25 marchers to 150: Increased overall presence• 10 tech companies: Impacted tech support for community as a united front through collective support and partnership

Attainable• Success was made attainable through a committed, collective team mindset

Relevant• Made relevant only by us maintaining alignment to a core ERG goal: external partnerships and community engagement

Timely• In parallel with pride parade and maximized opportunity to launch complementary events (workshops, meet-ups)

Example

Execution

You’re not alone: Alignment with other ERGs• Collaborate to identify opportunities and avoid competition• Elevate impact through partnership• Hone in on mission of intersectionality: Avoid competition and identify

opportunities to collaborate• Milestone success: Ally Program

• Concept of allyship is vast. Challenging to align ERGs around mission statement, goals, expectations

• Solidify your group before branching out

Launching

Launching

Build from your foundation: Understand where you are, who you are, and your tactics to scale

• Locale• Core team• Corporate alignment• Mission statement

Executive Sponsor: Your seat at the table• Tap someone with influence• Position a two-way street exchange of value• Leverage their experience, platform, voice

Launching

Intersectionality: Find your D&I friends� Uncover intersectional strength of your workforce by partnering with other

ERGs (Business Women’s Network, PoC groups, etc)� Coordinate to avoid duplication of effort and resources� Elevate impact

Event Planning: Organize for fun and impact� Calendar of events� Consider internal vs. external audiences� Re-use, reduce, recycle

Launching

Communicate, Communicate, Communicate� Critical to any ERG� Know who needs to know� Develop regular cadence� Capture, track, proliferate� Brag!

Scaling Out

Original Generation NA locale: Silicone Valley

• Organizational support for programming had a limited focus: SF Pride Parade

• ERG member bandwidth: limited

• Effects• Limited engagement outside of Silicone Valley• Member burnout – overworked on one major event with little return• ERG Brand: only known as Pride Parade Partiers, not recognized for other

programming

Our Own Need to Scale

New leads teamed up from US & Canada• Realized importance of building leadership bench• Opportunity to focus on Regional Chapters

• Better address regional issues• Co-leads & Leadership team development

Organic chapter development• Focus on employee engagement• Low barrier of chapter entry• Leadership development: Named Co-Leads• “Don’t go it alone” – get a committee

Building and aligning chapters

Refined Role of NA leadership• Coaches and navigators

• Chapter development • Budget sourcing• Centralized hub for chapter questions

• Increased accessibility and expanded vision for Pride@SAP NA• Better able to coordinate broader initiatives

• World Pride Event in NYC• Out & Equal Summit participation

Practice Patience & Pursuit• Understand relationships within chapters

• Individual needs professionally, regionally, organizationally• Understand relationships between chapters

• Shared ideas programmatically, organizationally, business alignment

Reorganizing: Supporting Adjusting Alignment

• Greater chapter autonomy • Recognized unique relationships between

chapters and geographies• Advising leadership structure within each

chapter • Flexible within strengths/needs• Co-leads established• Communicate and recognize

wins/challenges/successes• Helped create upstream influence of

chapter efforts• Regional Chapter activity à NA recognition à

Global visibility

• Philosophy • Formed stronger collaboration between Canada

and USA • Modeled structure with global alignment with

Pride@SAP• Work became more palatable and

understandable for colleagues across the globe• USA:

6 established chapters and 5 in development• Canada:

3 chapters in major offices

Tactical Advantages

• External conversations directly with customers• Internal conversations around products

• Gender representation in product• TripIt neighborhood safety scores

• Increase awareness on Trans issues within organization• Formal conversations at office hubs• Continued discussions around medical benefits

• Personal networking and assistance

Chapter Impact

• Establish regular cadence of communication• Sound like a broken record: proliferate your message far and wide to reach

potential future leaders

• Enable your leaders with practical step-by-step guidance during transition

• Budget conversations and navigation• Identify your key stakeholders• Plan ahead, know your audience and have a solid pitch• Set expectations• Formulate and support your asks with numbers and business cases

North America Learnings

Your Turn – Starting Up

• Start realistically – grow into it

• We created a toolkit… try it! Adapt it as needed

• Have fun• Take a step back• Recognize the work you’re doing• Celebrate the wins

Your Turn – Starting Up

Thank you! Let’s stay in touch.

Chad MinnickGroup Mgr, Community & Advocacy

Pride@SAP North Americachad.minnick@sap.com

@cminnicklinkedin.com/in/cminnick/

Rachel HoSr. Portfolio Marketing Manager

Pride@SAP North Americarachel.ho@sap.com

@rachelbtwlinkedin.com/in/racheleveho

Drop off your business card to

receive this deck and toolkit!