As the popularity of resource groups increases within organizations, leaders are challenged with how to effectively use these groups as resources for identifying and developing talent. How can resource groups be used to reach the marketplace, and what are the best ways to increase participation and find resource-group leaders and executive sponsors?
At DiversityInc’s Resource Groups networking lunch during a DiversityInc event in Washington, D.C., Jennifer Christie, chief diversity officer and vice president, executive recruitment, American Express (No. 14 in The 2012 DiversityInc Top 50 Companies for Diversity and the Top Company for Resource Groups), facilitated a vibrant discussion between more than 50 chief diversity officers and diversity-management executives.
In this 1,989-word article, “Why Resource Groups Are Business Resource Groups,” readers will receive valuable takeaways, including:
- How resource groups help develop and showcase transferable skills that lead to promotions
- Why resource groups encourage valuable cultural connections/insights with customers/clients
- Why senior-leadership involvement and goals/metrics are critical to the success of resource groups
Insights are presented from leaders at Prudential Financial (No. 9); Tyson Foods; WellPoint (No. 34); Cummins (No. 18); The Standard; Mayo Clinic; CSX (No. 23); and Novartis Pharmaceuticals Corporation (No. 13).
Christie also shared some of the best practices used at American Express. “When you do have resource groups or diversity programs that are closely linked to the business, it’s easier to make the business case for diversity,” she said.
Read the full “Why Employee-Resource Groups Are Business Resource Groups” article at BestPractices.DiversityInc.com.
For more on our networking lunches, read “Networking & Sharing on Resource Groups, Diversity Councils, CEO Commitment, Talent Development, Mentoring.”