Lessons Learned in Globalizing ERGs

"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. monica@lcwmail.com, +1 773 769 9595. April 2013 <1>

Session Outcomes

1 Latest trends, research and resources on ERGs outside the U.S.

Ways to avoid some of the pitfalls and missteps of launching
2 and growing ERGs outside the U.S.

3 Pros and cons of running local/global ERGs as independent
chapters vs. aligning them tightly to a global D&I strategy

4 Some of what motivates and drives ERGs in their own parts of
the world, i.e. their local business case for ERGs


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


Session Outcomes






Evolution of
Resource Groups
Survive,
Survive
Survive Thrive, &
& Thrive
(Tactical) Drive
(Impact)
(Strategic)

Adapted From: Leveraging women’s networks for strategic value, by Anne Donnellon
and Nan Langowitz, 2009.


~ 1000 Employees ~ 3000 Employees ~ 8000 Employees

Grass Roots Formalized 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
Accessed March 29, 2013 that help build business results at Cisco.”
http://www.cisco.com/web/about/ac49/ac55/diversity_inclusion_employee.html

© 2010 Cisco Systems, Inc. All rights reserved. Cisco Confidential 6

Indians
Cisco Black Cisco
Connecting
Employee Asian
People Cisco
Network Affinity
(iCON) Disabilities
Connected Women (CBEN) Network
US Awareness
Technology Network US (CAAN)
Europe Network
(CWTN) US (CDAN)
Europe
US Canada
US
India
APAC

Cisco
Hispanic and
Latino
Network
In 35 Countries Women
Connected (CONEXION)
(CW) US
Europe
US LATAM
Europe
India Experienced
Canada Influencers (EI)
US
Veterans Enablement &
Troop Support (VETS) Middle Gay,Lesbian, Bi Sexual
US Eastern Early Career Transgender & Advocates
Diversity & Network (ECN)
Inclusion (GLBT&A)
US US
(MEDI) APAC Europe
US Europe Canada

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

Accessed March 29, 2013 http://www.dell.com/Learn/us/en/uscorp1/corp-comm/corp-responsibility-archive?c=us&l=en&s=corp


Trend: Importing ERGs
• Help make Dell a more welcoming
place for people with different kinds of
• Started in 2007 in Brazil impairments.
– “Are we prepared to offer them
• U.S. chapter in 2010 adequate workstations?”

http://www.dell.com/Learn/us/en/uscorp1/corp-comm/cr-diversity-talent-ability


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


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


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


Preliminary Findings

As of March 2013, benchmarking
• 12 Questions companies include:

• Results to be shared with
participants
• Survey Open thru May
2013
http://www.surveymonkey.com/
s/H797RM9



Which ERGs in
which regions?

Preliminary
findings, as of
March 2013.



Governance of ERGs outside the U.S.
Preliminary
findings, as of
March 2013.

Primarily HQ-driven, but becoming more
locally-driven (i.e., some degree of local
'pull')

Equal parts HQ-driven and locally-driven
(i.e., there are both common elements
that all chapters can get behind
worldwide balanced alongside local
priorities)

Primarily locally-driven (i.e., mostly a
function of local 'pull')



Challenges for
Linking all ERGs worldwide to global D&I strategy
ERGs outside
the U.S.
Common vision across all locations

Funding and support for ERGs outside U.S.

Governance for ERGs outside U.S.

Preliminary
Evaluation of ERG effectiveness outside U.S. findings, as of
March 2013.

Language/Cultural Differences across locations


Preliminary

March 2013.
findings, as of
ERGs are
leveraged
How non-U.S.

Input to Global & Regional D&I Strategy

Global Mentorships within their groups

Global mentoriships across groups

Connect/Share with chapters worldwide

Formulate own local/regional plans

Be resources to newly forming groups

Be resources to global assignees/travelers

New product testing/development/marketing
For more information, contact Monica Marcel, Partner @ Language & Culture Worldwide, LLC. monica@lcwmail.com, +1 773 769 9595.

Facilitators for L&D (culture/D&I related)

Resources for regional talent mngt initiatives

April 2013
<17>


Primary reason
motivating Targeted learning
individuals to join
fast growing
1 and development
opportunities
ERGs globally?
Desire to gain
Preliminary
findings, as of
2 leadership
experience
March 2013.

Access/ visibility to
3 leadership and key
personnel

Session Outcomes






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


CWN Website & Resources

Add pic and link of website


Growing ERGs in Asia
• Leverage Local
Tools, Conferences, • Online resources
Resources &
Networks • Corporations are
• Connect regional combining resources
network leaders:
and sharing best
– To others inside
your company practices
– To other
companies in the
region

http://www.lgbtinclusiveasia.org/

Session Outcomes






Key Components of
Our Diversity Strategy

• Goal Setting and Reviews
• Diversity Talent Reviews
• Diversity Recruiting
• People Development
• Network Groups
• Compliance

Global CWN Goal Alignment
Colgate Driving Growth
Business
Strategy
Funding Growth
Becoming the Best Place to Work

Colgate Effectiveness and
Strategic Engage to Build Our Innovation for
Efficiency Leading to Win
Drivers Brands Growth

Promote professional development for women and empower them to help themselves and
Mission
each other in order to contribute to Colgate’s business success

Build from Local Relevancy with Senior Management Support and Sponsorship, Foster an
Guiding
Principles 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

Strategic Professional
Areas of Networking Work Life Local Business Local Areas
Development
Focus (NW) Integration (WLI) Objectives of Focus
(PD)

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

Global Strategy with Local
Priorities: India
“Scattered Windows.
Connected Doors”
Accenture produced video

Vaahini Network
• 64k women within &
outside of Accenture
• Online tools for
attracting, retaining,
and promoting women
http://www.youtube.com/watch?v=au1uHCEiAzs
http://www.accenture.com/Microsites/vaahini/Pages/index.aspx


Session Outcomes






Global Expansion of
Colgate Women’s Network

Thinking globally, acting locally around
three areas of focus

• Career development

• Networking

• Work / Life Integration


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

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


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


Pakistan


Asia Motivations: Billions of
Women
Australia, China, Hong
Kong, Singapore:
“Family duties appear to
exert less influence over
women’s decisions
about their working
lives”

India, South Korea, Japan:
“Strength of cultural views
held by women as well as
men hinder women’s
progress”
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


 Survey Open thru May 2013
http://www.surveymonkey.com/s/H797RM9
 monica@lcwmail.com
 www.LanguageAndCulture.com
 Join the survey e-mailing list by writing to
luciana@lcwmail.com
 Join the conversation, follow us (click below):


Thank You!

Questions / Discussion

Lessons Learned in Globalizing ERGs

Recommended

Recommended

More Related Content

Similar to Lessons Learned in Globalizing ERGs

Similar to Lessons Learned in Globalizing ERGs (20)

More from Monica Marcel

More from Monica Marcel (6)

Lessons Learned in Globalizing ERGs