Building ERG Leadership Competence Advocate for a Culture ... · Farzana Nayani Director of Client...
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Building ERG Leadership Competence to Advocate for a Culture of Diversity Farzana Nayani Danelle Jarvis October 6, 2016 Erin Thomas Diversity Manager Grant Thornton, LLP Danelle Jarvis VP, Chief of Staff - Actuarial Zurich Insurance Farzana Nayani Director of Client Engagement Language & Culture Worldwide (LCW)
Transcript of Building ERG Leadership Competence Advocate for a Culture ... · Farzana Nayani Director of Client...
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BuildingERGLeadershipCompetencetoAdvocateforaCultureofDiversity
FarzanaNayaniDirectorofClientEngagementLanguage&CultureWorldwide(LCW)
DanelleJarvisVP,ChiefofStaff-ActuarialZurichInsuranceErinThomasDiversityManagerGrantThornton,LLP
October6,2016
ErinThomasDiversityManagerGrantThornton,LLP
DanelleJarvisVP,ChiefofStaff-ActuarialZurichInsurance
FarzanaNayaniDirectorofClientEngagementLanguage&CultureWorldwide(LCW)
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Agenda(75minsession) • Welcome&IntroducRons
• TopicOverview§ “BuildingERGLeadershipCompetencetoAdvocateforaCultureofDiversity”• PresentaRons• AudienceQ&A• SmallGroupDiscussion• LargeGroupDebrief• Summary&ClosingRemarks
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Welcome!
Moderator:FarzanaNayaniDirectorofClientEngagementLCW
Language&CultureWorldwide,LLCGlobaltraining,consulRng,translaRonfirm
Contact:[email protected]
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Welcome!Panelist:DanelleJarvisVP,ChiefofStaff-ActuarialZurichInsurance
Panelist:ErinThomasDiversityManagerGrantThornton,LLP
Moderator:FarzanaNayaniDirectorofClientEngagementLCW
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TopicOverview:“BUILDINGERGLEADERSHIPCOMPETENCETOADVOCATEFORACULTUREOFDIVERSITY”
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CaseStudy:NAAAPwww.naaap.org
~30chaptersacrosstheUnitedStates&CanadaLocalandregionalevents,needfornaRon-widegathering• ERGSummit• ERGLeadershipSymposiumSharingofbestpracRces,opportuniResforcollaboraRon,nextsteps
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ResearchbyLEAP–LeadershipEducaRonforAsianPacifics,Inc.www.leap.org
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LCW–GlobalERGsStudywww.languageandculture.com
• Women-focusedERGsinmulRpleregionsaroundtheworld• NumerouscorporaRonsERGs:generaRonaldifferences,LGBT
individuals,communityserviceandvolunteerism,accessandability
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McKinsey2016Report:“WomenintheWorkplace”
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meantoyou?2)Goalsfortoday’ssession?
“BUILDINGERGLEADERSHIPCOMPETENCETOADVOCATEFORA
CULTUREOFDIVERSITY”
Briefdiscussion:1)Whatdoes:
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BUILDERGLEADERSHIPCOMPETENCETOADVOCATEFORACULTUREOFDIVERSITY
ZurichNorthAmericaWomen’sInnovaRonNetworkDanelleJarvis,VicePresident&ChiefofStaff
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DanelleJarvis§ VicePresident&ChiefofStaffatZurichNorthAmerica
§ Co-FounderofWomen’sInnovaRonNetwork(WIN)DiversityandInclusionAdvocateProgram
§ LedtheAdvocatesfrom2014-2016,whilealsoservingasWIN’sHeadofOperaRons
§ HeadofWIN,effecRve1/1/17
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Sessionoverview§ HowtobuildaDiversityandInclusionAdvocateProgram§ LeveraginginfluencerstoadvanceERGs§ DevelopingmetricstomeasureERGsuccess
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Theimportanceofstrategicpriori[es&objec[vese]ng
StrategicPriority§ In2014,oneofZurichWIN’sstrategicprioriReswastoembedamorediverseandinclusivecultureintotheorganizaRon
Objec[ves§ WINestablishedthreegoalsalignedtothispriority:1. Increasemaleengagementto
advancegenderequality2. Improvefieldofficeengagement
across44offices3. Buildadiverseprogramof
events
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TheWIND&IAdvocateProgram§ MissionStatement:Ø FocusedondrivingD&IcultureintotheorganizaRonbyfosteringdialoguetobuildculturalagilityandincreaseorganizaRonalcapabilityaroundgenderdifferences,acRngasrolemodelsandsupporRngthedevelopment,advancementandretenRonofwomen
§ PopulaRon:Ø 18Advocates• InfluenRal,mid/upperlevelmanagement
• 11Men,7Women
Ø RepresenRng9OfficesacrossNorthAmerica
Ø From11BusinessUnits
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LeveragingtheAdvocatestoadvanceWIN§ Createdamentorshipprogramforwomen
Ø 60SeniorLevelLeadersdedicatedtowomen’sprofessionaldevelopment• Engagedmeninthedialogue
Ø Maleadvocateseducatedandengagedothermentodevelopandadvancewomen
• Hostedworkshops,interacRvepaneldiscussionsandofferedcoachingtomorethan300womenfocusedonindividualdevelopmentplans(IDPs)andhowtoleverageIDPstoachievecareergoals
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Measuringresults
2014Objec[ves1. Increasemaleengagementto
advancegenderequality2. Improvefieldofficeengagement
across44offices3. Buildadiverseprogramofevents
2014-2016Results1. Maleadvocacymorethandoubled2. FieldOfficeengagementincreased
by5points3. TheAdvocateProgramhosted25
events,withmorethan1,500parRcipants
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BUILDERGLEADERSHIPCOMPETENCETOADVOCATEFORACULTUREOFDIVERSITY
ZurichNorthAmericaWomen’sInnovaRonNetworkDanelleJarvis,VicePresident&ChiefofStaff
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Dr.ErinThomasDiversityManagerGrantThornton,LLP
Presenter:
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BuildERGLeadershipCompetencetoAdvocateforaCultureofDiversity
ErinL.Thomas,PhDDiversityManagerGrantThorntonLLP
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Sessionobjec[ves
Youwilllearnhowto:1) LeveragedatatoevaluateandbuildERGleadershipcapabiliRes2) FostercommunityamongERGleadershiptobuildacultureofdiversity
advocacy
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GrantThornton'sBusinessResourceGroups(BRGs)arepropellingourdiversityandinclusionevolu[on.
WomenatGrantThorntonBRGfounded
Na[onalOfficeofDiversity&Inclusion
formalized
7addi[onalBRGslaunched
Firmpublishesofficialstatementondiversity&
inclusion
FirstannualBRGLeadershipForumheldat
headquarters
10consecu[veyearsasaWorkingMotherBest
Company
Ranked#3accoun[ngfirmfordiversitybyVault
2004 2012 2014 2016
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BRGsareessen[alvehiclesfordrivingGrantThornton'sdiversityculture.
GrantThornton'sStrategyDiversity&InclusionstrategydrivesourPeopleFirstStrategy.
TheOfficeofDiversity&InclusionPosiRonstheBRGsasvehiclesforenablingtheDiversity&Inclusionstrategy.
Na[onalBRGsLeverageinternalandexternalstakeholderstoachievemeasurable,soluRon-drivengoalsthatarealignedwiththeD&Istrategyandthefirm'sstrategic
drivers.
LocalBRGChaptersLocalleadershipisproacRveandaccountableforimplemenRngnaRonalBRG
strategyandacRvaRngthemembership.
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GrantThornton'sOfficeofDiversity&InclusionleveragesdatatogrowBRGleadershipcapabili[es.
NicoleBlythePeopleExperienceLeader
ErinL.Thomas,PhDDiversity&InclusionManager
JonathanPhilipp,MPPSr.Assoc,Diversity&Inclusion
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InAugust2016,welaunchedourFY16BRGEngagementSurvey…§ InauguralnaRonwideassessmentofBRGengagement
§ 40itemscategorizedintofivescoringclusters:1) Impact2) Strategy3) Leadership&Structure4) OperaRons5) LocalOfficeAcRvity
§ Responsescalesrangedfrom1=StronglyDisagreeto5=StronglyAgree.
§ Goalisaverageof>=4.00.
§ 408respondents(50%responserate)RepresentaRonfrom:§ All(12)marketterritories§ All(3)servicelines§ Alljoblevels§ All(8)BRGs
*WeincenRvizedparRcipaRonwitharaffleprizeforGrantThorntonswag.
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…andcuratedsurveydatatoinfluenceBRGleaderbehaviors.
SampleItems§ Overthepast12months:
ü involvementinthisBRGhashelpedmeachievemyprofessionaldevelopmentgoals.
ü involvementinthisBRGhasprovidedmeampleopportunitytodevelopmyleadershipcapabiliRes.
ü thisBRGhasenabledmetocontributeasmuchasI'vewanted.
§ Withoutlookingitup,doyouknowthenameofatleastonepersononthenaRonalleadershipteamforthisBRG?
§ IfeelcomfortablereachingouttothisBRG'snaRonalleadershipteam.
GeneralFindings§ BRGmembersfeltunderuRlizedandunsureoftheirimpact.Ø refinedBRGstrategies
§ BRGmembersandlocalleadersfeltdisconnectedfromBRGExecuRveSponsors.Ø consistentcommunicaRonandleadershipstory-telling
§ EachBRGhadspecificopportuniRestoincreaseengagement.Ø tailoredrecommendaRonsforeachBRGExecuRve
Sponsorcohort
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TheFY16BRGEngagementSurveyhadquan[fiableimpactwithinfourweeksofsurveyclose.
§ 88%upRckinBRGall-handscalls
§ IncreasedBRGleaderownershipandautonomy
§ IncreasedBRGleadercollaboraRon
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InSeptember2016,weconvenedBRGExecu[veSponsorsfortheFY17BRGLeadershipForum.
ForumObjec[ves
1) BuildBRGleadercapabiliReswithall-handstouchpoint
2) FocusBRGeffortsvialinkagetoD&Istrategy
3) CatalyzeBRGeffortsbycrystallizingBRGstrategies
ForumAgendaPre-Work:Brandingvideo;Short,selectreading;SphereofConcernvs.Influenceindividualexercise,BRGLeadershipstyleself-assessmentDay1:§ Openingremarks§ CultureconversaRon§ FY2020Diversity&Inclusionstrategy&metricsplan§ FY17Diversity&Inclusionpurplechips§ FY2020BRGstrategy§ PanelDiscussion:BRGExecuRveSponsorrolesand
responsibiliRes§ Cross-BRGroundtablesanddebriefsDay2:§ BRGmicrostrategyworkingsession§ CalltoacRon
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Theforumyieldedquan[fiableimpactonBRGleaders'D&Icompetenceandconfidence…Forumoutcomes:§ Data-drivenmicrostrategiesfrom6of8BRGs§ RefinedleadershiprolesandresponsibiliRes§ AcRonplantoleveragenewperformancesystemtorecognizeBRGefforts
§ DevisedbestpracRcesformobilizinglocalofficeacRvity§ ExploredSharedleadershipaccountability
WhatisyourBRGleadershipstyle?
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…andpunctuatedthevalueweplaceonBRGleaders'impactonthebusiness.
§ BRGcontribuRonsareformallyrecognizedandrewardedinournewperformanceappraisalsystem.
§ FirmleadershiphascommiwedtohighvisibilityofandconnecRvitytoBRGleadership.
§ BRGleadersareincreasinglysoughtasstrategicdriversofclientrelaRonships.
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ReflecRon/SmallGroupDiscussion:1) WhatareyourbiggestchallengesinBuildingERGLeadershipCompetence?
2) Whataresomewaysonecanadvocateforacultureofdiversity?Whatstakeholderswouldbeinvolved?
3) Whataresomenextstepsforyou,asyoureturntoyourorganizaRon?
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THANKYOU!
