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Cutting-edge Practices for
Strengthening Your
Corporate Women’s Network

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Corporate Subscribers

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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.
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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.
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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.
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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.

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In this webinar
I. The power of women’s networks
II. What innovative ERGs are doing
III. What’s next?

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I. The power of
women’s networks

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___%
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

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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

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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

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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

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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

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“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.
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So why aren’t more leaders & organizations turning to
corporate women’s networks to break down barriers, turn
up engagement, and provide new insights?

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II. What innovative
employee resource
groups (ERGs) are
doing

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How did you create
Women @ CoreInfra
and get people to join?

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How have you
responded to recent
developments like the
pandemic and racial
equity?

19.
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Tell us about ONEOK’s
Professionally
Speaking program.

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How did your group
measure, reflect, and
iterate, to create
something remarkable?

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Were there any
outcomes that you’re
especially proud of?

22.
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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.
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For many companies,
diversity & inclusion
efforts started with
gender.
Have you seen
unintended
consequences emerge
as a result?

24.
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How is VMware
bringing local context
and customization to a
global women’s ERG?

25.
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The #1 thing a women’s ERG
should never do
is_______________.
ArtiDenise Marie-Christin

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The #1 untapped opportunity
for women’s ERGs
is____________.
ArtiDenise Marie-Christin

27.
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You asked…

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Maggie asks:
How do you modify a
network to include remote
as well as on-site women?

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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?

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Barbara asks:
How can we convince
management that this
is a valuable thing to
do?

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What’s something
you’ve admired that
other successful
employee resource
groups are doing?

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What’s your prediction
for what the most
cutting-edge women’s
networks will focus on
next?

34.
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What’s your top
suggestion for women’s
networks that want to
reinvigorate their
initiatives to become
more impactful?

35.
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In this webinar
I. The power of women’s networks
II. What innovative ERGs are doing
III. What’s next?

36.
Copyright Be Leaderly 2020Copyright Be Leaderly 2020
Denise AdamsArti Sharma Marie-Christin Anthony
Q&A

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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.
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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.

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Denise AdamsArti Sharma Marie-Christin Anthony
Closing Truthbombs!

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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?