In What Ways do Employee Business Resource Groups Positively Impact the Company\u27s Business Results?

[Excerpt] Employee resource groups (ERGs) are being utilized by 90% of Fortune 500 companies in their quest to create diverse and inclusive environments that reflect a changing workforce and marketplace. ERGs began as inward-looking affinity groups designed as safe spaces for underrepresented groups of employees and a means to recruit and retain diverse employees. ERGs are now becoming more strategic parts of the organization where their goals are mapped directly to the business’ objectives (Figure 1 highlights the evolution of ERGs). As these groups mature, businesses are now looking for new ways to utilize ERGs power and their diverse workforce to drive positive business results. Figure 2 highlights where businesses believe ERGs can have the most business impact

What are Companies Doing to Retain as Well as Develop People of Color and Women?

[Excerpt] Despite their best efforts, many corporations are unsuccessful in their attempts to create more inclusive environments that allow for progression and growth of women and minorities. More than 75% of CEOs include gender equality in their top ten business priorities, but gender outcomes across the largest companies are not changing. People of color represent 18% of directors and women of color represent only 4% of directors. Many leaders would theorize that this is a “pipeline” issue in that fewer qualified women and minorities are available in the workforce. However, the numbers just don’t support this hypothesis—the number of women and minorities in the workforce has been rising steadily since 1980; indeed, both groups have been in the workforce long enough to have been groomed for ascension to higher ranks. This research will identify key considerations for developing women and minorities as well as possible ways for building more inclusive mindsets

How are Pre-Hire Assessments Contributing to Unbiased and More Targeted, Successful Hires?

[Excerpt] New efforts to control unconscious biases are on the rise in business—some companies have already begun to transition towards removing the human element of recruiting by relying heavily on new tech platforms to help identify the right job candidates. These tools have evolved beyond the standard pen-and-paper assessment (see Appendix A) and come in new forms—gamification (e.g. Pymetrics) and AI-driven video interviewing (e.g. HireVue) just to name a few, which can provide an entirely digital recruiting experience for the candidate as well as the employer. However, this new “technology and talent” age does not come without its potential downfalls. This research will identify how companies are utilizing pre-hire assessments today while also explaining how these assessments are evolving

In What Ways do Employee Business Resource Groups Positively Impact the Company's Business Results?

[Excerpt] Employee resource groups (ERGs) are being utilized by 90% of Fortune 500 companies in their quest to create diverse and inclusive environments that reflect a changing workforce and marketplace. ERGs began as inward-looking affinity groups designed as safe spaces for underrepresented groups of employees and a means to recruit and retain diverse employees. ERGs are now becoming more strategic parts of the organization where their goals are mapped directly to the business’ objectives (Figure 1 highlights the evolution of ERGs). As these groups mature, businesses are now looking for new ways to utilize ERGs power and their diverse workforce to drive positive business results. Figure 2 highlights where businesses believe ERGs can have the most business impact.In_What_Ways_do_Employee_Business_Resource_Groups_Positively_Impact_the_Company_s_Business_Results.pdf: 1832 downloads, before Oct. 1, 2020