You’ve done the leg work to set up employee-resource groups. But are you using them to full potential Take a cue from Accenture (No. 23 in The 2011 DiversityInc Top 50 Companies for Diversity).
Several years ago, this company nearly lost several of its young, Latino managers. A cultural communications gap had left them feeling so uncomfortable that they considered leaving the company for better prospectsthat is, until Accenture’s Latino employee-resource group took the initiative and met with corporate leaders to address the issue.
In Employee-Resource Groups & Retention, DiversityInc reveals the details behind this retention best practice and provides five key lessons to understanding and solving cultural-competence through employee-resource groups. These best practices are must-learns for employee-resource groups to successfully improve retention among all employees, especially people from traditionally underrepresented groups who leave at faster rates than white men.
The five lessons include:
- How to ensure your employee-resource groups understand their mission
- Why you must train employee-resource-group leadership
- The benefits of exposing members to senior leaders
- How to communicate employee-resource-group success throughout the organization
- Why you need to measure and document their impact on engagement and retention
ReadEmployee-Resource Groups & Retentionat BestPractices.DiversityInc.com.
For more best practices on employee-resource groups, read Why Employee-Resource Groups Are Business Resource Groupsand How Do We Get Hourly Workers in Employee-Resource Groups
