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Best Buy Information Technology Structure document sample
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ERG Program Manager Track:
Develop & Leverage Relationships with
Executive Sponsors
Moderator:
Peter Linkow, President
WFD Consulting
Speakers: 2010
Rachel Grace, AVP, Human Resources
Chubb Group of Insurance Companies
Missy Chicre, Diversity & Inclusion Manager
Best Buy
Agenda
Agenda Item Presenter Time
Overview Peter Linkow 1 minute
Stand and Declare Peter 5 minutes
Diversity at Chubb Group of Insurance Rachel Grace 12 minutes
Companies
Develop & Leverage Relationships with Missy Chicre 12 minutes
Executive Sponsors at Best Buy
Q&A Peter 15 minutes
Table Group Exercise: What two or three All 30 minutes
key actions will you take or recommend
to best develop & leverage your ERG’s 2010
relationship with its executive
sponsor(s)?
Stand and Declare
Stand and declare if your sponsor:
1. Actively communicates the business case for diversity
& inclusion
2. Commits time to developing ERG members
3. Keeps your ERG visible with top management in your
organization
4. Is recognized as a champion for diversity & inclusion
5. Identifies business opportunities that are aligned with
diversity & inclusion
2010
Stand and declare if you are looking for tips and learnings
to leverage your relationships with your executive
sponsors
Diversity at
Chubb Group of Insurance Companies
Rachel Grace, PHR
Assistant Vice President
2010
Human Resources
Chubb’s Diversity Vision
Our vision for diversity at Chubb is a work
environment that brings out the best in all
of our people and enables them to
contribute their diverse backgrounds and
skills to build greater understanding of
the markets and customers we serve
around the world. 2010
| Page 5
Chubb’s Diversity Objectives
• Ensure a diverse representation of talent
throughout the company
• Drive profit and growth from diverse markets
• Embed diversity in learning opportunities at
Chubb
• Implement management practices that
2010
enhance diversity
Chubb’s Employee Resource Groups
Corporately focused Employee Resource Groups:
• Asian American Business Network (AABN)
• Gay & Lesbian Employee Network, including bisexual, transgender and straight
allies (GLEN)
• Minority Development Council (MDC)
• Women's Development Council (WDC)
• Working Parent Network (WPN)
Locally focused Diversity Councils and Committees:
• Chicago Diversity Committee
• Claim Diversity Council
• disAbilities in the Workplace Network (dAWN)
• European Zone Diversity Council
• Latin American Zone Women's Council
• Minneapolis Diversity 2010
• Chubb Black Employee Network (CBEN)
• Chubb Partnership of Women (CPOW)
• Chubb Hispanic Latino Employee Network (CHLEN)
• Information Technology Minority Development Council (ITMDC)
Minority Development Council
Model
Business Strategy
Leadership Chubb’s Talent
ERG STRATEGY
Executive Feedback
Metrics
Constituent Engagement
2010
Individual Development Plans
Development Opportunities
Individual & Organizational Success
NALC Conference
ERG Program Manager Track:
Develop & Leverage Relationships
with Executive Sponsors
5/11/10
Missy Chicre
Diversity & Inclusion Manager
Best Buy
Learn more: www.diversityatbestbuy.com
Diversity & Inclusion at Best Buy
• What is Diversity?
We define diversity as all the ways we are
similar and different.
• What is Inclusion?
Honoring all of our similarities and
differences; taking action to create an
environment where diversity is respected,
2010
celebrated and leveraged as a
competitive advantage.
| Page 10
Employee Business Networks (EBNs)
An EBN is a group of employees who form a network based on a primary dimension of diversity, such
as age, race, ethnicity, gender, disability, sexual identity & gender expression.
EBNs are inclusive and open to everyone.
EBN Pillars: Employee, Customer, Community
Best Buy Corporate (9) Best Buy Field (112)
1. Asian Employee Network (AEN) 1. Asian Employee Network (AEN)
2. Black Employee Network (BEN) 2. Black Employee Network (BEN)
3. INCLUDE 3. Best Buy Leadership United (BLU)
4. InterFaith 4. INCLUDE
5. LatIN 5. InterFaith
6. Military 6. LatIN
7. PRIDE 7. Military
8. SaGE 8. PRIDE 2010
9. Wolf @ Best Buy 9. SaGE
10. TEFA
11. Wolf @ Best Buy
121 EBNs across the country
50 Wolf Packs
100+ Wolf Dens
| Page 11
Corporate EBN Structure and Roles
Name Role / Responsibilities
Executive Executive level employee who provides general oversight to the
Develop People & Opportunities
Sponsor EBN, helps remove barriers, drives partnerships, provides
Build Awareness & Advocacy
resources, advises EBN leadership on opportunities, coaches
and mentors and acts as an advocate for diversity & inclusion
Drive EBN Mission
with peer group and teams.
Director Director level employee who provides additional support and
Co-Sponsor oversight to the EBN, consistently coaches and mentors EBN
co-chairs and acts as an advocate for diversity & inclusion with
peer group and leaders.
Co-Chair Employee leader of each EBN who develops EBN goals, meets
regularly with members, represents EBN to the organization,
responsible for day to day oversight and management of EBN
vision and mission.
2010
Members Employee participants in EBN who opt in or out to specific
initiatives/events/activities.
| Page 12
Corporate Executive Sponsor Spheres of
Influence
Leadership Business CEO Support
Influence Partnership Commitment & Development
• Create an action plan • Identify opportunities • Drive opportunity to • Identify opportunities
to work as a sponsor for business partnership meet with CEO for development of co-
team to EMR diversity & • Act as a liaison • Demonstrate action chairs
inclusion to peer group between EBNs and plan & commitment • Drive Director co-
• Leverage existing functional areas • Develop “asks” for the sponsor pilot program
leadership meetings to • Identify new business CEO to partner in driving • Participate in annual
create dialogue, learning opportunities diversity & inclusion in strategy session with co-
opportunities and • Create collateral for the organization chairs
visibility around EBNs EBN branding & • Participate in quarterly
and diversity work awareness / become a events with co-chairs
• Help hold peers diversity advocate
accountable
Know your organizational culture
Develop your own best practices
Develop specific “asks”
Don’t be afraid to try new initiatives
2010
Key Take Aways:
• Identify when & how the sponsors can make the most impact through their involvement in the EBNs and ability to influence peers.
• Develop opportunities for the sponsors and employee co-chairs to interact and work together.
• Encourage the sponsors to identify ways to develop & recognize the employee co-chairs.
• Leverage team to speak about the business partnership opportunities.
• Leverage sponsors as partners to bring more people into the work (e.g. Director co-sponsor pilot).
• Determine how as a leadership team, the sponsors can influence diversity accountability.
| Page 13
Q&A
2010
| Page 14
Table Group Exercise
1. In Table Groups, answer the following
question: What two or three key actions
will you take or recommend to best
develop & leverage your ERG’s
relationship with its executive
sponsor(s)?
2. Write selected actions on paper provided 2010
3. Present to large group
4. Discussion
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