lessons learned in globalizing ergs
DESCRIPTION
TRANSCRIPT
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <1>
"Lessons Learned in Globalizing
ERGs: Insights for/from ERGs
around the World"
Multicultural Forum on Workplace Diversity
April 10, 2013
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <1>
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <2>
Session Outcomes
Latest trends, research and resources on ERGs outside the U.S.
Ways to avoid some of the pitfalls and missteps of launching and growing ERGs outside the U.S.
Pros and cons of running local/global ERGs as independent chapters vs. aligning them tightly to a global D&I strategy
Some of what motivates and drives ERGs in their own parts of the world, i.e. their local business case for ERGs
1
3
2
4
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <3>
Panelists Monica Marcel
Partner and Co-Founder,
Language & Culture Worldwide (LCW)
Eugene Kelly Worldwide Director, Global Diversity & Inclusion, Colgate-Palmolive Company
Jay Davenport Manager, Learning and Development,
Wyndham Vacation Ownership (formerly of Aon Hewitt)
Kitty Vorisek Executive Vice President,
DHR International Beijing
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <4>
Session Outcomes
Latest trends, research and resources on ERGs outside the U.S.
Ways to avoid some of the pitfalls and missteps of launching and growing ERGs outside the U.S.
Pros and cons of running local/global ERGs as independent chapters vs. aligning them tightly to a global D&I strategy
Some of what motivates and drives ERGs in their own parts of the world, i.e. their local business case for ERGs
1
3
2
4
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <5>
Survive, Thrive, &
Drive
(Strategic)
Survive & Thrive
(Impact)
Survive
(Tactical)
Adapted From: Leveraging women’s networks for strategic value, by Anne Donnellon
and Nan Langowitz, 2009.
Evolution of
Resource Groups
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 6
~ 1000 Employees
Grass Roots
~ 3000 Employees
Formalized
~ 8000 Employees
Business Impact
“Cisco Employee Resource Groups (ERGs)
are no longer small, informal groups of people
with common interests, identities, and issues.
Representing 16 percent of Cisco employees
worldwide (June 2011), they are now partners
that help build business results at Cisco.” Accessed March 29, 2013
http://www.cisco.com/web/about/ac49/ac55/diversity_inclusion_employee.html
© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 7
In 35 Countries
Connected Women Technology Network
(CWTN)
US
Cisco Black Employee Network (CBEN) US Europe
Middle Eastern Diversity & Inclusion (MEDI) US
Experienced Influencers (EI) US
Cisco Hispanic and Latino Network
(CONEXION) US Europe LATAM
Gay,Lesbian, Bi Sexual Transgender & Advocates
(GLBT&A) US Europe Canada
Early Career Network (ECN) US APAC Europe
Indians Connecting People (iCON) US
Cisco Asian Affinity Network (CAAN) US
Cisco Disabilities Awareness Network (CDAN) Europe Canada US India APAC
Veterans Enablement & Troop Support (VETS) US
Connected Women (CW) US Europe India Canada
Accessed March 29, 2013
http://www.cisco.com/web/about/ac49/ac55/diversity_inclusion_employee.html
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <8>
Accessed March 29, 2013 http://www.dell.com/Learn/us/en/uscorp1/corp-comm/corp-responsibility-archive?c=us&l=en&s=corp
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <9>
Trend: Importing ERGs
• Started in 2007 in Brazil
• U.S. chapter in 2010
• Help make Dell a more welcoming
place for people with different kinds of
impairments.
– “Are we prepared to offer them
adequate workstations?”
http://www.dell.com/Learn/us/en/uscorp1/corp-comm/cr-diversity-talent-ability
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <10>
Trend: Asian Networks,
In Asia
• 15% of members are
outside the U.S. today
• Chapters growing in
India, China, & Brazil
SOURCE: LCW interview with Monsanto’s MAC Leaders, 2012
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <11>
Trend: Focus on Women Companies with highest
proportion of women on
executive committees
perform better
• “..the particular ways in which
female leaders behave, such as
emphasizing development and
collaboration, can benefit a
company’s organizational health
and financial performance.”
SOURCE FOR GRAPHIC: Women Matter: An Asian Perspective. McKinsey, 2012.
Accessed March 2013: http://www.mckinsey.com/~/media/McKinsey/dotcom/client_service/Organization/PDFs/Women_Matter_Asia.ashx
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <12>
Resource Groups by Region Women’s groups are largest in all regions
SOURCE: ERGs Come of Age: The Evolution of Employee Resource Groups A study by Mercer's Global Equality, Diversity, and
Inclusion Practice. January 2011. Accessed March 2013 here: http://www.mercer.com/ERGreport
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <13>
Preliminary Findings
• 12 Questions
• Results to be shared with
participants
• Survey Open thru May
2013
http://www.surveymonkey.com/
s/H797RM9
As of March 2013, benchmarking
companies include:
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <14>
Preliminary Findings
Which ERGs in
which regions?
Preliminary
findings, as of
March 2013.
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <15>
Preliminary Findings
Governance of ERGs outside the U.S.
Primarily HQ-driven, but becoming morelocally-driven (i.e., some degree of local'pull')
Equal parts HQ-driven and locally-driven(i.e., there are both common elementsthat all chapters can get behindworldwide balanced alongside localpriorities)
Primarily locally-driven (i.e., mostly afunction of local 'pull')
Preliminary
findings, as of
March 2013.
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <16>
Preliminary Findings
Challenges for
ERGs outside
the U.S.
Preliminary
findings, as of
March 2013.
Linking all ERGs worldwide to global D&I strategy
Common vision across all locations
Funding and support for ERGs outside U.S.
Governance for ERGs outside U.S.
Evaluation of ERG effectiveness outside U.S.
Language/Cultural Differences across locations
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <17>
Preliminary Findings
How non-U.S.
ERGs are
leveraged
Preliminary
findings, as of
March 2013.
Inp
ut
to G
lob
al &
Re
gio
na
l D
&I S
tra
teg
y
Glo
ba
l M
en
tors
hip
s w
ith
in t
he
ir g
rou
ps
Glo
ba
l m
en
tori
sh
ips a
cro
ss
gro
up
s
Co
nn
ec
t/S
ha
re w
ith
ch
ap
ters
wo
rld
wid
e
Fo
rmu
late
ow
n lo
ca
l/re
gio
na
l p
lan
s
Be
re
so
urc
es
to
ne
wly
fo
rmin
g g
rou
ps
Be
re
so
urc
es
to
glo
ba
l a
ss
ign
ee
s/t
rave
lers
Ne
w p
rod
uc
t te
sti
ng
/deve
lop
men
t/m
ark
eti
ng
Fa
cil
ita
tors
fo
r L
&D
(c
ult
ure
/D&
I re
late
d)
Re
so
urc
es
fo
r re
gio
na
l ta
len
t m
ng
t in
itia
tive
s
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <18>
Preliminary Findings
Primary reason
motivating
individuals to join
fast growing
ERGs globally?
Targeted learning and development opportunities
Desire to gain leadership experience
Access/ visibility to leadership and key personnel
2
3
1
Preliminary
findings, as of
March 2013.
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <19>
Session Outcomes
Latest trends, research and resources on ERGs outside the U.S.
Ways to avoid some of the pitfalls and missteps of launching and growing ERGs outside the U.S.
Pros and cons of running local/global ERGs as independent chapters vs. aligning them tightly to a global D&I strategy
Some of what motivates and drives ERGs in their own parts of the world, i.e. their local business case for ERGs
1
3
2
4
Global CWN Expansion Background
• Expansion efforts started in 2009
• CWN Park Ave chapter submitted GIF proposal to launch global expansion
• Awarded Innovation Funds ($40,000) – Developed Global governance documents – Defined Global Steering Committee structure – Created OurColgate CWN Global Resource Center
• Engaged Division Leadership – Gained support – Identified Local Champions
• Conference Calls to share learnings / best practices from Park Ave CWN
• Focus groups were conducted by region / location
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Launched in Over 35 Locations
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
CWN Website & Resources
Add pic and link of website
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <23>
Growing ERGs in Asia
• Leverage Local
Tools, Conferences,
Resources &
Networks
• Connect regional
network leaders:
– To others inside
your company
– To other
companies in the
region
• Online resources
• Corporations are
combining resources
and sharing best
practices
http://www.lgbtinclusiveasia.org/
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <25>
Session Outcomes
Latest trends, research and resources on ERGs outside the U.S.
Ways to avoid some of the pitfalls and missteps of launching and growing ERGs outside the U.S.
Pros and cons of running local/global ERGs as independent chapters vs. aligning them tightly to a global D&I strategy
Some of what motivates and drives ERGs in their own parts of the world, i.e. their local business case for ERGs
1
3
2
4
Key Components of Our Diversity Strategy
• Goal Setting and Reviews
• Diversity Talent Reviews
• Diversity Recruiting
• People Development
• Network Groups
• Compliance
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Promote professional development for women and empower them to help themselves and
each other in order to contribute to Colgate’s business success
Work Life
Integration (WLI)
Professional
Development
(PD)
Networking
(NW)
Local Areas
of Focus
Local Business
Objectives
Build from Local Relevancy with Senior Management Support and Sponsorship, Foster an
Inclusive Environment, Impact the Business, Learn From Each Other, Address the Needs of Local
Colgate Women, Understand the External Environment, Awareness not Advocacy, Recognize
Contributions, Continuously Improve
Mission
Guiding
Principles
Strategic
Areas of
Focus
Colgate
Strategic
Drivers
Colgate
Business
Strategy
Engage to Build Our
Brands
Effectiveness and
Efficiency Innovation for
Growth Leading to Win
Driving Growth
Funding Growth
Becoming the Best Place to Work
Global CWN Goal Alignment
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Role of the Steering Committee
• Oversee and support Colgate Women’s
Networks globally by:
– Providing guiding principles
– Sharing best practices
– Ensuring alignment and connectivity between
chapters
– Working with subsidiaries to foster an inclusive
environment
– Developing resources and tools to utilize
worldwide
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <30>
Global Strategy with Local
Priorities: India
Vaahini Network
• 64k women within &
outside of Accenture
• Online tools for
attracting, retaining,
and promoting women
Accenture produced video
http://www.accenture.com/Microsites/vaahini/Pages/index.aspx
http://www.youtube.com/watch?v=au1uHCEiAzs
“Scattered Windows.
Connected Doors”
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <31>
Session Outcomes
Latest trends, research and resources on ERGs outside the U.S.
Ways to avoid some of the pitfalls and missteps of launching and growing ERGs outside the U.S.
Pros and cons of running local/global ERGs as independent chapters vs. aligning them tightly to a global D&I strategy
Some of what motivates and drives ERGs in their own parts of the world, i.e. their local business case for ERGs
1
3
2
4
Global Expansion of Colgate Women’s Network
Thinking globally, acting locally around
three areas of focus
• Career development
• Networking
• Work / Life Integration
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Career / Professional Development
• Benchmarking through external events and conferences
• CWN Webcast with female General Managers – China
• Effective Communication Seminar with external life coach – Ukraine
• “A View From the Top” external senior women panel discussion with Lisa Caputo, EVP, Citi; Carolyn Buck Luce, Sr. Partner, E&Y; Doreen Toben, Former CFO, Verizon – New York
• “The New face of the Vet Profession” with Internal and external speakers – Hill’s Women Empowerment Network – Topeka, Kansas
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Networking
• “On Top and In Heels” professional conversation with Women General Managers - Philippines
• Mentoring Circle session with Senior Leaders - China
• CWN India Global GIT Leadership Panel Discussion
• Executive Women’s Panel – Mexico
• CWN / Asian Women’s Leadership Network partnership – ongoing external networking opportunities with female professionals of global companies – New York / Greater Asia Division
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Work/Life Integration
• Time Management and Managing Finance Seminars (GAD)
• Emotional Intelligence Program – Russia
• “Loving Your Body” Health & Wellness Seminar – Philippines
• New & Expecting Parents: Benefit Options and Work Related Benefits – New York
• “Gourmet Therapy” Cooking Workshop – Venezuela
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
Pakistan
Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <37>
Asia Motivations: Billions of
Women
SOURCE FOR GRAPHIC: Women Matter: An Asian Perspective. McKinsey, 2012.
Accessed March 2013: http://www.mckinsey.com/~/media/McKinsey/dotcom/client_service/Organization/PDFs/Women_Matter_Asia.ashx
India, South Korea, Japan:
“Strength of cultural views
held by women as well as
men hinder women’s
progress”
Australia, China, Hong
Kong, Singapore:
“Family duties appear to
exert less influence over
women’s decisions
about their working
lives”
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. [email protected], +1 773 769 9595. April 2013 <39>
Survey Open thru May 2013 http://www.surveymonkey.com/s/H797RM9
www.LanguageAndCulture.com
Join the survey e-mailing list by writing to
Join the conversation, follow us (click below):
Thank You!
Questions / Discussion Please do not reproduce without permission. Source: Eugene Kelly, Worldwide Director Global Diversity & Inclusion
Copyright Colgate-Palmolive Company, 2013.