How Do You Include Hourly Workers in Resource Groups

It’s the question everyone keeps asking: How do you include hourly or unionized workers in resource groups How do you get them to participate during their shifts


And there are other burning questions. How do you count being a “member” Who qualifies to lead an resource group What are companies that are good at this doing

DiversityInc has just completed cutting-edge research on the key issues and challenges in utilizing resource groups. Written by Senior Vice President and Executive Editor Barbara Frankel, the 2,592-word report includes best-practice strategies to solve companies’ most frequently asked questions.

The findings indicate an increasing interest inusing these groups for multiple business goalsinternally and externally and in having leaders from a variety of levels and functions within the organization.

In the past five years, there has been a direct increase in the percentage of employees reported as members of resource groups. Currently, theDiversityInc Top 50averages 23.4 percent of employees as “members of resource groups” while the average of all 535 participants in the DiversityInc Top 50 survey was 18.9 percent. Six years ago, when we started asking this question on the survey, the DiversityInc Top 50 averaged 11.2 percent.

There is a direct data correlation between higher membership and increased racial/gender representation at various management levels, according to analysis of the DiversityInc Top 50.

In this exclusive report, we further explore this correlation in the cutting-edge best practices that top-performing companies are using today. Key areas include membership requirements and exclusions, structure, leadership selection and terms, executive sponsorship selection and funding, and measuring effectiveness.

For example, one best practice that 45 percent of companies follow is to create different membership policies for hourly/unionized workers, which enhances the talent pool, the opportunity for innovative ideas and the ability to create an inclusive culture throughout the organization.

Strategies to achieve this include:

Allowing hourly workers to participate fully in resource groups but only excusing those in leadership positions from shift work
Allowing the participation of hourly employees but prohibiting them from assuming leadership positions
Requiring hourly workers to get supervisory approval if they seek to receive overtime for attending events after regular hours
Requiring workers to get supervisory approval based on job content or a special sign-off from management to participate in social events and meetings during regular work hours

In addition to best practices on hourly workers, finding leaders and counting memberships, the report details the keydiversity metricsthat companies track to show definitive results. These can help diversity leaders to convince senior managementand the employee population at largeof the value of resource groups.

Read the fullNew Resource-Group Research: Hourly Workers, Finding Leaders, Counting Membershipreport on BestPractices.DiversityInc.com.

Latest News

Trump commission attempts racist whitewashing of history

Trump Commission Attempts Racist Whitewashing of History; Colorado Rep. Lauren Boebert Probed for Potential Role in Capitol Insurrection; and More

Trump commission’s “1776 Report” attempts racist whitewashing of history In the highly controversial “1776 Report” released by the Trump administration yesterday, the outgoing GOP party doesn’t just try to present a nonpartisan, “patriotic” look at the nation’s history (as the President had promised the report would do) it fully rewrites…

Boeing Elects Lynne Doughtie to Board of Directors, Following Resignation of Director Caroline Kennedy

Originally published on boeing.mediaroom.com. The Boeing Company (No. 27 on The 2020 DiversityInc Top 50 Companies for Diversity list) board of directors today announced that Lynne Doughtie has been elected to the board, replacing Caroline Kennedy who has resigned following three years of dedicated service. Doughtie, 58, retired from KPMG in 2020, after serving as U.S. Chairman and…

Flint, Michigan water plant

Ex-Michigan Governor Charged for Racist Lead Poisoning of Flint Water Supply; COVID-19 Vaccines Not Increasing in Availability; Democrats Plan to Repeal Trump Rules; and More

Former Michigan Governor formally charged for poisoning thousands of predominantly Black Flint citizens with water containing lead. In 2014, when the city of Flint was forced by the state to begin taking its water supply from the Flint river rather than using water from nearby Detroit as it had for…

NYPD under suit

NYPD Sued for Years of Racial Abuse and Use of Excessive Force; Trump Administration Approves Discrimination Against LGBTQ individuals; and More

NYPD sued by Attorney General for years of racial abuse and use of excessive force. In what’s been called a “landmark lawsuit,” The New York Times has reported that New York state Attorney General Letitia James is suing the city of New York, the mayor and the NYPD’s leaders, alleging…

NBCUniversal News Group Launches NBCU Academy, Offering Training to Universities and Community Colleges

NBCUniversal News Group launched NBCU Academy, a new, innovative, multiplatform journalism training and development program for four-year university and community college students through education, on-campus training and online programming. Originally published on corporate.comcast.com. The initiative includes a curated onsite curriculum for hands-on learning experience with world-class NBCU News Group journalists,…

Kaiser

Kaiser Permanente: Committing $8.15M for Racial Equity

Originally published on about.kaiserpermanente.org. Grants to grassroots and nonprofit organizations will help address structural racism and practices that prevent communities of color from achieving good health and well-being. Kaiser Permanente (DiversityInc Hall of Fame), the nation’s largest integrated, nonprofit health system, has awarded $8.15 million to support dozens of nonprofit…