We’ve been pondering our collection of inclusion and diversity awards sitting in our San Jose office. Some are inspired and even practical, like the glass bowl with a plaque stating “fill with candy and share”. And then serendipitously, I came across an employee account from our recent participation at the NELI (National Eagle Leadership Institute) Awards that re-ignited the real stories behind the glass ornaments in our awards cabinet. Read More »
The Cisco employee resource groups (ERGs) help reinforce the Cisco goal of having employees bring their “total self” to work, fostering a more inclusive, collaborative, and innovative environment. The ERGs play a key role in supporting the Cisco business initiatives by uncovering marketing needs, exploring areas of potential growth, and creating meaningful dialogues that lead to business opportunities. By valuing the differences that make each person unique, these groups can increase Cisco’s competitive advantage and increase profits.
To assist ERGs in becoming stronger business partners, we worked with Jennifer Brown Consulting to create the ERG Progression Model. This model enables ERGs to assess themselves, their work and their evolution as organizations.
This new framework allows ERG members to:
- Actively engage on the ERG strategy and action planning process by identifying next phase structural and competency goals
- Increase engagement by building competencies of ERGs to support recruitment and retention of diverse employees
- Expand ERG capability to insert into new markets and related adjacencies
- Establish a tool and process that balances structural needs with individual ERG autonomy
It is always a challenge to develop and implement a new method among established organizations. To ensure a smooth adoption at Cisco, I incorporated three key tactics: Read More »