Diversity Best Practices, in partnership with Jennifer Brown Consulting, a diversity leadership and coaching firm, has developed a comprehensive study that helps companies assess the readiness of their Employee Resource Groups to help drive business and impact bottom-line business goals.

As a reader of our blog, you have the opportunity to participate in this survey which assesses the strengths of key areas of your ERGs, including structural basics and partnerships, as well as emerging value propositions, such as business alignment, technology utilization, and global capacity. Your company’s participation in this study will help us work together to develop best practices and strategies that will ultimate provide models to enable companies to best leverage ERGs as key business drivers.

Join Jennifer Brown Consulting at NALC on May 11-12, 2010 in New York City

TAKE THE ERG READINESS INDEX SURVEY NOW: The survey takes 15-20 minutes to complete. Survey responses are due May 3rd. The survey should be completed by the Chief Diversity Officer, Program Manager or other individual responsible for the organization’s overall diversity and inclusion effort, but can also be taken by individual ERG leaders. General knowledge of the organization’s Employee Resource Groups is critical. Organizations should have ERGs that have been in place for a minimum of one year.

CONFIDENTIALITY:
All data from this study is kept strictly confidential. Your organization will receive an analysis of your data that will be compared to all other respondents in aggregate. You will not have access to any of the specific data of any other respondent organizations and no other respondents will have access to your individual data.

FEEDBACK:

Jennifer Brown Consulting will provide a written overview to all survey respondents. In addition, respondents have the added benefit of participating in a 30-minute one-on-one session to review the results with representatives from Jennifer Brown Consulting at the Network and Affinity Leaders Congress on May 11-12. Feedback from the survey will include an analysis of the organization’s readiness and recommendations for enhancing the overall development of the organization’s ERGs.

The deadline for participation in this survey is Monday, May 3, 2010. We cannot guarantee feedback or consultations with any respondents who submit their surveys after that date.

If you have questions, please contact david@jenniferbrownconsulting.

We have all read the statistics about the changing nature of the workforce. Currently there are five generations that now share the workplace.

By 2015, Millennials will comprise the majority of the workforce, surpassing Generation X, and taking the reigns from Baby Boomers. Is your organization prepared for this?

We know that generational demographics are shifting, but has your company taken the time to plan? How does your workplace need to adapt in order to be inclusive of these diverse generations? What would your next generation workplace look like?

Jennifer Brown moderated this panel on generational workplaces at 4 GENZ 4 BIZ.

The diversity in generations manifests itself in the way different generations: approach work, relate to authority, view work/life balance, display different work styles, seek feedback, etc. Companies need to prepare themselves to manage this level of diversity in order to recruit, develop, promote and retain the best talent. This will require a new way of thinking about diversity in the workplace. It will also necessitate creating new platforms and processes in order to provide the customized work “experience” employees will demand.

Embracing generational diversity is as much about diversity as it is about the war for talent. Due to the tough economic times over the last several years, many employees have remained in positions and with companies that might not offer the entire package that suits their working needs. Therefore, once the economy improves there, there is a shift projected in the talent market because Millennials, most likely, will be the first to look for new jobs. Can your company afford to lose this talent?

If you would like to gain winning strategies and new insights into:

• Organizations like American Express, Toyota, and Boehringer-Ingelheim and how they have created innovative programs to engage all generations of workers
• Learn about generational workplace trends
• Learn best practices to capitalize on generational diversity in the workplace

Please join JBC on the “Generational Diversity at Work Grows Up” webinar hosted by Diversity Best Practices tomorrow, February 18, 2010, at 11:00am-12:30pm ET.

To register, follow this link … http://www.diversitybestpractices.com/node/497

By 2015, Millennials will comprise the majority of the workforce, surpassing Generation X, and virtually taking the reigns from Baby Boomers. Is your organization prepared for this?

Please join JBC on the “Generational Diversity at Work Grows Up” webinar hosted by Diversity Best Practices tomorrow, February 18, 2010, at 11:00am-12:30pm ET. To register, follow this link …  http://www.diversitybestpractices.com/node/497

We know that generational demographics are shifting, but has your company taken the time to plan? How does your workplace need to adapt in order to be inclusive of these diverse generations? What would your next generation workplace look like?

Jennifer Brown moderated this panel on generational workplaces at 4 GENZ 4 BIZ.

The diversity in generations manifests itself in the way different generations: approach work, relate to authority, view work/life balance, display different work styles, seek feedback, etc. Companies need to prepare themselves to manage this level of diversity in order to recruit, develop, promote and retain the best talent. This will require a new way of thinking about diversity in the workplace. It will also necessitate creating new platforms and processes in order to provide the customized work “experience” employees will demand.

Embracing generational diversity is as much about diversity as it is about the war for talent. Due to the tough economic times over the last several years, many employees have remained in positions and with companies that might not offer the entire package that suits their working needs. Therefore, once the economy improves there, there is a shift projected in the talent market because Millennials, most likely, will be the first to look for new jobs. Can your company afford to lose this talent?

If you would like to gain winning strategies and new insights into:

• Organizations like American Express, Toyota, and Boehringer-Ingelheim and how they have created innovative programs to engage all generations of workers
• Learn about generational workplace trends
• Learn best practices to capitalize on generational diversity in the workplace

Cross-posted in our Webinars section.

Photos by Janet Wigfield from Working Mother Media and Diversity Best Practices. Thanks, Janet!

A roundup of tweets regarding today’s webinar on Engaging ERG Membership presented by NALC through Diversity Best Practices.

# That concludes our LIVE tweeting of the Webinar today. Thank you for following along and let us know if we can answer any questions! 2 minutes ago from web

# Mark your calendar for October 20th in San Francisco NALC West co-designed by Jennifer Brown Consulting! 2 minutes ago from web

# We have over 60 sites logged in to our webinar today: includes sites with multiple attendees! 4 minutes ago from web

# Webinars and teleconferences can help include virtual workers in your ERGs. 6 minutes ago from web

# Another reason to encourage involvement is the benefit of networking with senior executives. Take leadership roles in resource groups! 7 minutes ago from web

# Regarding succession planning – how to motivate? E&Y: get support of leadership to give formal credit for fulfilling goals: skills. 8 minutes ago from web

# Tie Employee Resource Groups and Diversity Council groups to national organizations that can support accomplishments + increase memberships. 10 minutes ago from web

# At ING: Virtual chapter leadership book discussion conference calls + Breakfast with executives like Speed-Dating + Diversity Symposiums. 12 minutes ago from web

# What is the legwork needed to set up ERGs? ESPN: Present to Senior executives & partnering with Jennifer Brown to present focus group data. 14 minutes ago from web

# Operating guidelines needed in order to make sure that ERGs are realistic and successful! #bestpractices #diversity Approval (HR) important. 15 minutes ago from web

# ESPN also says that there can’t be 30+ ERGs, they had to put a cap on the number and tie to the business case to be successful. 16 minutes ago from web

# ESPN’s answer: just starting out each ERG gets same amount and required to present at end of year on how they met their business goals. 16 minutes ago from web

# ESPN on how they budget money toward ERG groups & events: have a set amount. Audience wants to know what their financial support looks like! 16 minutes ago from web

# Succession Planning – how do you entice people to take on more challenging positions? 17 minutes ago from web

# Don’t assume that just because you sent the newsletter that its being read. Provide something that people want to forward and share often. 17 minutes ago from web

# We don’t see growth ONLY when we don’t execute what we say we are going to do and when we don’t create opportunities to communicate. 18 minutes ago from web

# Get leadership involved, communicate through creative channels (Facebook!) 18 minutes ago from web

# E&Y takeaways: creativity to align to decision maker values, encourage active participation, always comes back to communication & awareness. 18 minutes ago from web

# Membership grew by 100% just by partcipating in one LGBT event. #corporate #diversity 18 minutes ago from web

# At E&Y: Leadership was actively involved in events, cheering them on. Added to the learning and the success of ERGs (LGBT ERG especially). 19 minutes ago from web

# BEYOND: In 2003 they were just an email list of 50; when marriage equality became news, the group became a resource for direction. Now 1600+. 20 minutes ago from web

# Challenges at E&Y: Decentralized population, how to communicate, how to define “resources” differently in this economy. 20 minutes ago from web

# Next up is Ernst & Young talking about inclusiveness and specific issues tackled by their ERGs, sharing about BEYOND: LGBT & Allies group. 21 minutes ago from web

# Develop a standard for measuring ERG progress and success (membership #s, sponsored events, awards, impressions, community service). 21 minutes ago from web

# Share stories with other employees of ERG highlights and reach across to other biz units. 21 minutes ago from web

# Multi-site event coordination (video teleconference web conferencing) allows ING to share events among chapters of the same ERG. 22 minutes ago from web

# To encourage membership, make meetings interesting with speakers and events not just information. Branding + reporting also important. 43 minutes ago from web

# Each ING ERG has national, chapter, and local officers ultimately reporting to the Office of Corporate Responsibility & Corporate Affairs. 44 minutes ago from web

# 50% of ING employees are #women, 2 females report directly to the CEO. Need to continue to develop women and encourage their engagement! about 1 hour ago from web

# ING is proud of their LGBT members in 20 + countries worldwide. #diversity #corporate about 1 hour ago from web

# ING is on deck to start presenting on engaging ERG membership on our webinar! Best practices of a mature ERG membership. about 1 hour ago from web

# Senior executives sometimes join ERGs in support of people their family who may identify with that group such as challenged or LGBT groups. about 1 hour ago from web

# Word of mouth is still an effective tool for recruiting ERG membership. ESPN started with 200 people after first event had 400, now 700! about 1 hour ago from web

# Membership drive is ongoing: internal HR newsletter promotes events going on through ERGs and leadership info. #diversity #corporate about 1 hour ago from web

# Use logos to tie branding for Employee Resource Groups with your corporate brand. #diversity #marketing #branding about 1 hour ago from web

# Loving the names of the 8 inaugural ESPN ERGs, chosen by members of each group. Join the webinar to find out what these are! #diversity about 1 hour ago from web

# ESPN shares some of their best practices with their parent company Disney. #diversity #corporate #leadership about 1 hour ago from web

# When designing the function of their ERGs, ESPN asked for business proposals from membership groups before selecting the final groups. about 1 hour ago from web

# ESPN raised awareness on ERGs by throwing an Expo for two days: booth to provide information for people to start to get involved. #diversity about 1 hour ago from web

# Stephanie is speaking on how JBC conducted focus groups then presented an executive summary to help ESPN plan ERG development. #diversity about 1 hour ago from web

# Stephanie from ESPN is now presenting on what their goals have been to meet diversity as a core value: Created ERGs + diversity council. about 1 hour ago from web

# A trend we have seen is that Gen Y workforce are more comfortable in a multi-cultural group than a race or gender-based group. #diversity about 1 hour ago from web

# We have to work laterally to make sure we are giving the most impact to the business case. Collaboration is key! about 1 hour ago from web

# Keys to ERG membership in the JBC perspective: generational motivators, regional balance w/HQ, succession plan, hybrid groups + biz impact! about 1 hour ago from web

# Now more than ever it is critical that we inspire leadership development. about 1 hour ago from web

# Goal of Employee Resource Groups: Get involved, take leadership roles, and drive business values. about 1 hour ago from web

# We are going to be LIVE-Tweeting the inaugural NALC webinar, getting started right now: Presentations by ING, E&Y, and ESPN moderated by JBC about 1 hour ago from web

Follow us on Twitter!

# Adding Allies: It’s not as clear cut if LGBT groups want to include allies. How do you widden support? Yet, how do you provide privacy? 8:30 PM May 13th from web

# Pushing the needle: Getting the 100% on the HRC Corporate Equality Index is key! Advice: Expand the HRC Index & make it more challenging. 8:12 PM May 13th from web

# Partner Advice: Don’t be afraid to be visible – If you build it they will come & LGBT group WILL grow. 7:55 PM May 13th from web

# HOT TOPIC: Political activity of an LGBT group – it’s tough to know how far the firm should go! 7:40 PM May 13th from web

# The dividing line: Some say transactional lawyers can be more diverse; litigators need to be more traditional. Agree/Disagree? 7:26 PM May 13th from web

# Gaining momentum across firm – LGBT and Diversity in big offices = great; small offices = can be tough! 7:14 PM May 13th from web

# Tweeting LIVE on behalf of Jennifer Brown from a Metro NY Out & Equal Event (7 to 11 tonight) http://bit.ly/8soGQ 6:31 PM May 13th from web

Some terms to know:

LGBT: Lesbian, Gay, Bisexual, Transgender.

Allies: Straight Allies in support of LGBT groups.

HRC index.

In the past few blogs, I have outlined key issues to help diversity practitioners better understand the European landscape: Knowing local history; seeing who is in power positions; and what it means to be a good employee.

Now, what do we do with this information?
It is not as difficult as you might think to muscle up and better understand local regions. Here are some great ways to get a better understanding:

•    Find Local Allies – Start in HR functions and diversity roles and start asking questions! Be polite; come from a perspective of outsider interest, and explore. You might quickly realize that some issues are sensitive. Just remember to be respectful, don’t make assumptions and get enough opinions to get the full picture.
•    Develop a business case – Diversity and inclusion can be a new concept in many regions. Clearly articulate how a locally-relevant diversity initiative is relevant for the business and a way to make better business, i.e. help employees realize that diversity is a core business performance, and financial performance, issue. You might not be able to start off with an LGBT inclusion initiative off the bat – so figure out what is a relevant issue: women’s inclusion? Communication across countries?  Linguistic inclusion?
•    Create a general strategy at home – and implement it in different ways per culture. It is very important not to create a one-size-fits-all diversity initiative – that isn’t going to work. Set overarching goals and give each region some choice in identifying top, immediately relevant diversity issues. This will help the initiative achieve buy-in across the business and help gain momentum.

Taking a diversity initiative outside of the U.S. is a necessary part of strategic growth, but it has its challenges. The goals are the same, like creating real change, providing opportunity, and developing smarter ways to do business, but the path to success can be quite different. Look, listen and then tackle the world!

Jennifer was recently featured on the Derek & Romaine show on Sirius Radio’s OutQ Network on the topic of LGBT workplace issues. .