Recommended
Recommended
More Related Content
Viewers also liked
Similar to Business org2
Similar to Business org2 (20)
Recently uploaded
Recently uploaded (20)
Business org2
- 1. Sara Martens
- 2. • ENGs are groups of employees who join together within their workplace based upon shared characteristics or life experiences. • “Historically, many groups have started with resource groups for blacks and women, and in their early versions, many of these were used for gripe sessions.” (Diversity Inc, n.d.) • Today, ENGs are run by companies with specific business goals in mind.
- 3. • 3M • “The companies network for employees with disabilities serves as a resource to the product development divisions.” (Digh, 2001) • AT&T • “AT&T groups have built sophisticated resume databases that help the company with its nontraditional recruiting efforts.” (Digh, 2001) • Honeywell • The company recently “signed an Employee Resource Group Partnership Statement, which says that the company views its employee network groups as business partners and important elements of recruitment and selection.” (Digh, 2001)
- 4. • Click on the link for this factoid! • https://www.youtube.com/watch?v=B2mnM0lYFVw
- 5. • Provides built-in comfort zones for employees • “Network groups can provide feedback on internal policies that are important to their constituencies.” (Arnold, 2006) • “Affinity groups can boost organizational competitiveness by providing valuable insight into the needs and wants of certain segments of the market place.” (Arnold, 2006) • “And for companies focused on growth, the creation of affinity groups can be a strategic move to bring talent on board and expand sales reach.” (Arnold, 2006)
- 6. • “Some managers fear that employee networks will become grievance sessions of minority employees.” (Digh, 2001) • Organizations may start off assertive and aggressive, but normally level out as the group starts to develop. • There is a risk of polarization (involves causing one group to split up into two opposing groups), however, “it is very easy to partner with these groups once you’ve identified a positive goal for diversity within the company.” (Digh, 2001)
- 7. • “First, make sure you are addressing a real need.” (Watson, 2013) • Start locally • It starts with one person– but they can’t do it alone! • Decide if you want the group to be open or closed • Create a list of goals, objectives, and activities
- 8. • Arnold, J. (2006, June 1). HR Magazine: Employee Networks. In SHRM. Retrieved January 25, 2015, from http://www.shrm.org/publications/hrmagazine/editorialcontent/pages/060 6agenda_div.aspx • Digh, P. (2001, November). Well-Managed Employee Networks Add Business Value. In asae. Retrieved January 25, 2015, from http://www.asaecenter.org/Resources/whitepaperdetail.cfm?ItemNumber =12174 • Resource Groups 101: A Premier on Starting Them & Using Them for Business Goals (n.d.). In Diversity Inc.. Retrieved January 25, 2015, from http://www.diversityinc.com/resource-groups-2/resource-groups- 101-a-primer-on-starting-them-using-them-for-business-goals/ • Watson, M. (2013, July 19). 12 Tips for Starting and Growing an Employee Network. In Moya Watson. Retrieved January 25, 2015, from http://moyawatson.com/2013/07/19/12-tips-for-starting-and-growing-an- employee-network/
Editor's Notes
- Reference: Resource Groups 101: A Premier on Starting Them & Using Them for Business Goals (n.d.). In Diversity Inc.. Retrieved January 25, 2015, from http://www.diversityinc.com/resource-groups-2/resource-groups-101-a-primer-on-starting-them-using-them-for-business-goals/
- Ford Example: Ford relies on hundreds of local diversity groups, dispersed in all major business units, from manufacturing to finance. Each unit contains multiple subgroups; ex. Vehicle operations; power-train operations, materials, planning, and logistics. The individuals within the subgroups organize educational, team-building/training exercises that are aimed at local communities; promoting cultural awareness. Reference: Digh, P. (2001, November). Well-Managed Employee Networks Add Business Value. In asae. Retrieved January 25, 2015, from http://www.asaecenter.org/Resources/whitepaperdetail.cfm?ItemNumber=12174
- Overall, when employee networking groups are well-managed, they can provide leadership necessary for resolving diversity issues instead of leading to separatism; as well as contribute to employee’s professional development and the bottom line. Knowing that Human Resources typically approve decisions about the network groups existence, they need to be aware of the underlying responsibility that comes with the decision making power. So for example, if the group is set up to fail, the blame is going to be directed right back at the one who approved the group regardless if it was their fault or not. It is easier to point fingers than it is to admit failure. Reference: Arnold, J. (2006, June 1). HR Magazine: Employee Networks. In SHRM. Retrieved January 25, 2015, from http://www.shrm.org/publications/hrmagazine/editorialcontent/pages/0606agenda_div.aspx
- 1) To avoid grievance circles, it is a great idea to have some form of dispute resolution plan or rights-based grievance procedures. Unfortunately, these strategies will only be most effective after a dispute has already escalated out of control. If the company is inexperienced on how to deal with day-to-day disputes in an effective manner, it would be a great idea to invest in training resources before considering to start an employee networking group. In regards to polarization, it’s rarely heard of that a group will split up due to minor disagreements. Reference: Digh, P. (2001, November). Well-Managed Employee Networks Add Business Value. In asae. Retrieved January 25, 2015, from http://www.asaecenter.org/Resources/whitepaperdetail.cfm?ItemNumber=12174
- Make sure there aren’t any other groups in the area that will impose on your initial plan. Understand what your community wants and needs. Not only do laws differ from state to state, but there are different cultures and levels of acceptance per workplace. You are one person, it’s best not to expect one unsupported person to make a difference “When people join an open community, everyone in the company can see you’re joining.” (Watson, 2013) “With a core group, build up a list of what you will do and why it matters.” (Watson, 2013) You want to give people a general idea what the group is and why it matters both within the community and the world. Reference: Watson, M. (2013, July 19). 12 Tips for Starting and Growing an Employee Network. In Moya Watson. Retrieved January 25, 2015, from http://moyawatson.com/2013/07/19/12-tips-for-starting-and-growing-an-employee-network/