Picture the most efficient, productive, and innovative organization you can imagine. What does it look like? Who works there? How are things executed? Chances are that it resembles a highly-advanced form of an Employee Resource Group (ERG), also known as Affinity Groups or Business Resource Groups – a multi-disciplinary, globally dispersed, diverse yet inclusive organization – in which ideas flow up and down the hierarchy and across silos. And in most organizations, women’s networks are the largest and longest-tenured of their networks.

This is a win-win situation for employers and female employees because they will realize the value and bottom line impact of women who are empowered and connected like never before. JBC has developed insights to help women think most strategically about where they can gain leverage, and we encourage women to take advantage of and leverage the existence of these networks, to not only grow their careers but demonstrate the value of female talent, and markets, to organizations everywhere.

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May 10, 2010 – 1:00pm – 5:00 p.m.
Bonnier Headquarters
2 Park Avenue, 10th Floor
Conference Room 10B
New York, NY

Social media strategy is no longer optional for anyone whose job entails advancing ideas that matter. But as important as understanding readily available tools such as FlipCams and Twitter are, professionals also need the ability to develop truly strategic approaches for utilizing these tools.

DBP and NALC are proud to announce the NALC Social Media Engagement Workshop, to be held in conjunction with NALC. This experiential learning exercise will begin with a half-day workshop held the day before the national meeting. Participants will learn about social media engagement via hands-on training using Twitter, Flip Video Camcorders, and other techniques. They will then have the chance to practice what they learn by recording their experiences at NALC on the Flip Video Camcorders and distributing what they capture via social media channels. They will be able to share NALC with colleagues back at the office, and their videos will premiere on the NALC website one week after the event. Participants will continue to use newfound social media skills to engage clients/customers and strengthen their brands long after NALC has ended.

This Conference Engagement 2.0 experience will be lead by Susan Herr, founder and president of PhilanthroMedia, who has pioneered this training with clients that include the Ford Foundation, Girl Scouts USA, Guidestar and the Robert Wood Johnson Foundation. Jennifer Brown, of Jennifer Brown Consulting, will join Susan, as an ERG and social media expert, to work with groups on delivering information pertinent to ERG’s.

As a former nonprofit executive, university instructor, and foundation program officer, Susan spent several years learning what it takes to combine seasoned strategy with the power of social media.

How will it work?

Participants will attend a half-day workshop lead by Susan Herr and receive hands-on training which they’ll use over the course of the conference to deliver content back to their own companies – and contribute to a final video to be produced and sent to all participating companies and DBP members.

To register, click here.
Registration Fee: $295

Click here to read about JBC’s research on Diversity + Social Media.

We provide clients with high-touch, customized experiences that address the needs of program leaders, no matter
what their stage of development. We are experts in translating the impact of diversity and inclusion to organizational leadership and facilitating with the latest web 2.0 technologies…

Employee engagement, social connections, networking and leadership development … all of these critical benefits are occurring at the heart of most large companies, in their Employee Resource Groups (ERGs). How can these groups not only continue to serve as all?important “connective tissue”, but start to find new, even more business aligned ways to add value?

We know that workplaces flourish when they embrace diverse methods of inclusion in the workplace, and can’t stop talking about the business case for diversity. In an age when the definitions of diversity and inclusion are in flux, we make it a point to be in touch with the changing landscape. One area where JBC prides itself on being informed is that of LGBT inclusion in the workplace. As part of a larger Diversity & Inclusion strategy, this is a key component for many of our clients as they navigate their own recruiting, training, leadership, and development strategies.

Although many workplaces have made great strides toward inclusion, its important to stay ahead of changes and trends in what Inclusion means today. We know that organizations see measurable success when they foster a workplace where all employees can experience growth and personal success.

On October 29, the Lesbian, Gay, Bisexual and Transgender Community Center of New York City hosted a panel discussion on successful workplace transitions for transgender employees. Jennifer moderated the panel, which included leaders from corporations, advocacy groups, and small businesses.

Click here for JBC’s 10 tips on creating a smoother workplace transition for transgender employees.

Click below for JBC’s 10 tips on creating a smoother workplace transition for transgender employees.

Diversity consultant Jennifer Brown, who works with firms to create strategies on hiring and engaging gay employees, says companies need to be aware that policies on the books, while a start, don’t always ensure that people feel safe working on the factory floor.

“[Companies] can’t guarantee that all people follow their rules,” Brown says, adding that employee resource groups need to watch out for homophobia and mistreatment at all levels—not just at corporate headquarters. “There are people regionally who have a lot of clout and impact how LGBT folks are treated.

Diversity consultant Jennifer Brown, who works with firms to create strategies on hiring and engaging gay employees, says companies need to be aware that policies on the books, while a start, don’t always ensure that people feel safe working on the factory floor.

“[Companies] can’t guarantee that all people follow their rules,” Brown says, adding that employee resource groups need to watch out for homophobia and mistreatment at all levels—not just at corporate headquarters. “There are people regionally who have a lot of clout and impact how LGBT folks are treated.

At JBC, we are constantly exploring innovative approaches to diversity. Take this 5 minute survey on diversity and social media. Once we analyze the data, you will receive a free report on fresh, tech-savvy ways your company can use social media to reach its diversity goals.

Click here to take the survey now