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August 2020 | Cutting-Edge Practices for Strengthening Your Corporate Women’s Network

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August 2020 | Cutting-Edge Practices for Strengthening Your Corporate Women’s Network

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New research shows that women’s forums that strike a healthy mix of social connection, support, and motivation create lasting intellectual, professional, and financial results for participants. Listen to powerful stories and data points that describe what the most successful employee resource groups are doing to break down barriers, boost engagement, and propel women forward in their careers. (Panel)

Guest speakers: Denise Adams, Director, Regulatory Affairs with ONEOK, Marie-Christin Anthony, Program Manager, Diversity, Equity, and Inclusion with Google, and Arti Sharma, Diversity and Inclusion Program Manager with VMware.

New research shows that women’s forums that strike a healthy mix of social connection, support, and motivation create lasting intellectual, professional, and financial results for participants. Listen to powerful stories and data points that describe what the most successful employee resource groups are doing to break down barriers, boost engagement, and propel women forward in their careers. (Panel)

Guest speakers: Denise Adams, Director, Regulatory Affairs with ONEOK, Marie-Christin Anthony, Program Manager, Diversity, Equity, and Inclusion with Google, and Arti Sharma, Diversity and Inclusion Program Manager with VMware.

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August 2020 | Cutting-Edge Practices for Strengthening Your Corporate Women’s Network

  1. 1. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 Cutting-edge Practices for Strengthening Your Corporate Women’s Network
  2. 2. Copyright Be Leaderly 2020 Corporate Subscribers
  3. 3. Copyright Be Leaderly 2020 Jo Miller CEO, Be Leaderly • Globally renowned authority on women’s leadership. • Has dedicated two decades to helping women advance into positions of influence by leveraging their leadership strengths. • Award-winning speaker and researcher. • Author of #1 Amazon bestselling new release Woman of Influence: 9 Steps to Build your Brand, Establish your Legacy, and Thrive (McGraw-Hill) which has now sold 8,000 copies!
  4. 4. Copyright Be Leaderly 2020 Arti Sharma Diversity & Inclusion Programs Manager at VMware • Strategic advisor to leaders across the business to facilitate integration opportunities for D&I best practices and research, through all people processes (i.e. hiring, employee engagement, promotion, etc.) and company events. • Leads key programs to support VMware’s inclusion and engagement strategies for +25,000 employees around the world. • Programs include a leadership development program for members of underrepresented groups, peer mentoring, unconscious bias education, and interfaith awareness. • Led successful execution of annual Women Transforming Technology (WT2) conference, for 4 years. • In 2020, successfully transitioned the 550 attendee, in person event to a virtual event for 5,000 attendees globally.
  5. 5. Copyright Be Leaderly 2020 Marie-Christin Anthony Program Manager, Diversity, Equity and Inclusion at Google • Dedicated to building a more inclusive workplace and helping diverse teams thrive. • Over 10 years experience in global digital transformation program management. • Manages projects with teams of up to 25 members across multiple disciplines, managing budgets of a million dollars and upwards, and overseeing multilingual teams including German and English. • Has worked in aviation, automotive, fashion, consumer entertainment and utilities industries. • Passionate about empowering professional immigrant women.
  6. 6. Copyright Be Leaderly 2020 Denise Adams Director – Regulatory Affairs at ONEOK • Leads a diverse group responsible for support and implementation of regulatory strategies and compliance with federal and state regulations. • Manages activities for 15+ interstate and intrastate natural gas pipeline, natural gas liquids pipeline and natural gas storage companies. • Areas of responsibility include FERC regulatory compliance, construction certificates and reporting, tariff filings and research and support of rate case activities. • CPA with 20+ years leadership experience in regulatory strategy, business unit financial planning, forecasting, financial accounting and reporting.
  7. 7. Copyright Be Leaderly 2020 In this webinar I. The power of women’s networks II. What innovative ERGs are doing III. What’s next?
  8. 8. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 I. The power of women’s networks
  9. 9. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 ___% of female respondents said participating in their corporate women’s ERG benefitted them & their career. Career benefits Source: “Employee Resource Groups For Women,” Fairy God Boss, 2017 86
  10. 10. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 ___% of respondents said their women’s ERG helped to create policy changes at work. Policy change Source: “Employee Resource Groups For Women,” Fairy God Boss, 2017 • flexible schedules • vacation policy • compensation • healthcare benefits. 70
  11. 11. Copyright Be Leaderly 2020 When asked what would enhance the value of their ERG, women said more… Events & networking Influencing policies & practices Mentorship Professional development, such as workshops Source: “Employee Resource Groups For Women,” Fairy God Boss, 2017
  12. 12. Copyright Be Leaderly 2020 Women in Lean In Circles are: • More aware of the role that gender plays in the workplace • More likely to ask for—and get— raises and promotions. Source: “Women in the Workplace,” McKinsey & Company and LeanIn.Org, 2018
  13. 13. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 Women’s forums that strike a healthy mix of social connection, support, and motivation create lasting benefits: “Do Women’s Networking Events Move the Needle on Equality?” by Shawn Achor, Harvard Business Review intellectual professional financial
  14. 14. Copyright Be Leaderly 2020 “Do Women’s Networking Events Move the Needle on Equality?” by Shawn Achor, Harvard Business Review • 78% felt more optimistic. • 71% felt more connected to others. • 2 x more likely to get promoted. • 3 x more likely to get a raise of 10%+.
  15. 15. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 So why aren’t more leaders & organizations turning to corporate women’s networks to break down barriers, turn up engagement, and provide new insights?
  16. 16. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 II. What innovative employee resource groups (ERGs) are doing
  17. 17. Copyright Be Leaderly 2020 How did you create Women @ CoreInfra and get people to join?
  18. 18. Copyright Be Leaderly 2020 How have you responded to recent developments like the pandemic and racial equity?
  19. 19. Copyright Be Leaderly 2020 Tell us about ONEOK’s Professionally Speaking program.
  20. 20. Copyright Be Leaderly 2020 How did your group measure, reflect, and iterate, to create something remarkable?
  21. 21. Copyright Be Leaderly 2020 Were there any outcomes that you’re especially proud of?
  22. 22. Copyright Be Leaderly 2020 What challenges come with striving to have a forward-thinking, innovative women’s ERG? …especially one that aligns itself closely with the business’s goals?
  23. 23. Copyright Be Leaderly 2020 For many companies, diversity & inclusion efforts started with gender. Have you seen unintended consequences emerge as a result?
  24. 24. Copyright Be Leaderly 2020 How is VMware bringing local context and customization to a global women’s ERG?
  25. 25. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 The #1 thing a women’s ERG should never do is_______________. ArtiDenise Marie-Christin
  26. 26. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 The #1 untapped opportunity for women’s ERGs is____________. ArtiDenise Marie-Christin
  27. 27. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 You asked…
  28. 28. Copyright Be Leaderly 2020 Maggie asks: How do you modify a network to include remote as well as on-site women?
  29. 29. Copyright Be Leaderly 2020 Lorie asks: How to ensure that males in the organization can see a reason and a way to engage in the initiative. Kallina asks: How do you respond to questions regarding excluding men from these spaces?
  30. 30. Copyright Be Leaderly 2020 Barbara asks: How can we convince management that this is a valuable thing to do?
  31. 31. Copyright Be Leaderly 2020
  32. 32. Copyright Be Leaderly 2020 What’s something you’ve admired that other successful employee resource groups are doing?
  33. 33. Copyright Be Leaderly 2020 What’s your prediction for what the most cutting-edge women’s networks will focus on next?
  34. 34. Copyright Be Leaderly 2020 What’s your top suggestion for women’s networks that want to reinvigorate their initiatives to become more impactful?
  35. 35. Copyright Be Leaderly 2020 In this webinar I. The power of women’s networks II. What innovative ERGs are doing III. What’s next?
  36. 36. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 Denise AdamsArti Sharma Marie-Christin Anthony Q&A
  37. 37. Copyright Be Leaderly 2020 Recommended Reading 6 Trends Driving Cutting-Edge Corporate Women’s Networks Do your Diversity Efforts Reflect the Experiences of Women of Color? HBR’s Women at Work Podcast Women are drowning in unpaid labor at home. Stop making them do it at work
  38. 38. Copyright Be Leaderly 2020 5 Ways to Shift From Doing to Leading Tuesday, October 20, 2020 Your leadership presence—how others experience you as a leader— is being shaped in every interaction you have. Discover five key shifts in mindset and behavior that will help you lift your head up, shift your focus, and rebalance your approach in favor of more leading, less doing.
  39. 39. Copyright Be Leaderly 2020Copyright Be Leaderly 2020 Denise AdamsArti Sharma Marie-Christin Anthony Closing Truthbombs!
  40. 40. Copyright Be Leaderly 2020Copyright Be Leaderly 2020
  41. 41. Copyright Be Leaderly 2020 Discussion Questions 1. How has participating in a women’s employee resource group benefitted you in your career? 2. How has the women’s group benefitted your company or organization? 3. Fill in the blank: The #1 untapped opportunity for our group is____________. 4. What’s something you'd love to see your group focus on next? 5. What's one idea from this webinar that could enhance the value of your group?

Notas del editor

  • Cutting-edge Practices for Strengthening Your Corporate Women’s Network Description:  New research shows that women’s forums that strike a healthy mix of social connection, support, and motivation create lasting intellectual, professional, and financial results for participants. Listen to powerful stories and data points that describe what the most successful employee resource groups are doing to break down barriers, boost engagement, and propel women forward in their careers. (Panel)
    Guest Speakers
    Denise Adams, Director – Regulatory Affairs, ONEOK. denise.adams@oneok.com, Phone: 918.732.1408 | Cell: 918.408.7322
    Arti Sharma (she/her/hers) Diversity & Inclusion Program Manager, artis@vmware.com, Office: 650.427.1541 ?CELL?
    Marie-Christin Anthony, Program Manager, Diversity, Equity and Inclusion, Google. mariecanthony@google.com, Cell #510 328 0094
  • Helping women advance into positions of influence by leveraging their leadership strengths.

    During this pandemic, it’s been easy to fixate on all that we’re missing out on. Graduations. Birthdays. Family reunions. Let’s set aside FOMO- the fear of missing out. Let’s turn our attention to JOMO: the JOY of missing out!
  • Recent research shows that women’s initiatives create lasting results for participants.
  • Source: “Employee Resource Groups For Women,” Fairy God Boss, 2017
    https://fairygodboss.com/research/employee-resource-groups-women
    86

  • Source: “Employee Resource Groups For Women,” Fairy God Boss, 2017
    https://fairygodboss.com/research/employee-resource-groups-women
    70
  • Source: “Employee Resource Groups For Women,” Fairy God Boss, 2017
    https://fairygodboss.com/research/employee-resource-groups-women
    (compare their numbers to ours)
  • Source: “Women in the Workplace,” McKinsey & Company and LeanIn.Org, 2018
    https://womenintheworkplace.com/

  • “Do Women’s Networking Events Move the Needle on Equality?” by Shawn Achor, Harvard Business Review
    https://hbr.org/2018/02/do-womens-networking-events-move-the-needle-on-equality#comment-section
  • “Do Women’s Networking Events Move the Needle on Equality?” by Shawn Achor, Harvard Business Review
    https://hbr.org/2018/02/do-womens-networking-events-move-the-needle-on-equality#comment-section
  • Any questions? We do! Given the indisputable evidence for the benefits, we wondered…
  • For many companies, VMware included, diversity and inclusion efforts started with gender. Are there unintended consequences that have emerged as a result?
  • Fill in the blank (quick answer)
  • Fill in the blank (quick answer)
  • This will probably be super-brief, like maybe 2 quick questions!
  • Arti:
    https://hbr.org/2019/07/do-your-diversity-efforts-reflect-the-experiences-of-women-of-color
    https://www.fastcompany.com/90541130/women-are-drowning-in-unpaid-labor-at-home-stop-making-them-do-it-at-work
     
    MC: https://hbr.org/2018/01/podcast-women-at-work

    Denise:
    Article about women & speaking.

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