Employee resource groups: Win-win for employees and employers

Posted November 04, 2015 by

Even though “employee resource groups” begin with the word “employee,” both employees and employers benefit from these groups. On one hand, employees acquire a support system that helps them learn and grow professionally and personally. On the other hand, employers watch their workers perform better by learning new skills. ERGs are a win-win for employees and employers.

College Recruiter is currently focusing on employee resource groups (ERGs), publishing the opinions of experts based on a series of questions. In today’s article, Angela Talton, Senior Vice President of Global Diversity and Inclusion at Nielsen, explains how employee resource groups benefit employees and employers.

angela l. talton

Angela L. Talton, Senior Vice President, Global Diversity and Inclusion for Nielsen

“Employee Resource Groups are a win-win proposition for employees and employers. Employees can hone and/or learn presentation, project management, team leadership, motivation, meeting facilitation, client engagement, and other skills in a ‘safe place’ by taking on responsibility for ERG programs and initiatives or being a co-lead of the ERG. Additionally, these dedicated employees who join the ERGs do this work in addition to their “day jobs.” In the “part time” capacity, the ERGs focus on four pillars: recruitment/retention, professional development, community outreach and engagement/education.

Employers get the opportunity to see their employees perform outside of their “day jobs” and benefit from the new skills they learn. ERGs can also assist their teams understand consumers’ behaviors and providing insights to those behaviors which can be shared with clients. The ERGs have produced various white papers outlining consumer behaviors (i.e. State of the LGBT Consumer, Military Consumers, etc.) which have been of great interests to our clients.

At Nielsen, the Diverse Intelligence Series evening events allow the ERGs to invite clients to an evening event to showcase Nielsen data, engage a panel to discuss various consumer insights and network. These events allow Nielsen to build a more robust relationship with our clients and to demonstrate to them our focus and understanding of various consumer types. ERGs also help Nielsen with recruitment in an effort to increase the diversity within our organization by working with university recruiting to visit HBCU’s (Historically Black Colleges and Universities), NSHMBA (National Society of Hispanic MBAs), and NBMBA (National Black MBAA Association) among other organizations. ERGs have also brought to light revenue opportunities, including Special Olympics, to provide surveys for the World Games, thanks to the relationship our ADEPT (Abled and Disabled Employees Partnering Together) have built with them over the years.”

Angela L. Talton is the Senior Vice President, Global Diversity and Inclusion for Nielsen. Appointed to this role in January 2012, Angela leads Nielsen’s global strategy for new and ongoing diversity and inclusion initiatives, including supplier diversity, education and training, diverse organizational development, recruitment and retention, and client-driven solutions. Since assuming this role, Nielsen has progressively improved its ranking to become one of the top companies for diversity and inclusion (#42 on DiversityInc’s 2015 Top 50 Companies for Diversity and #5 on Diversity MBA’s 2015 Best Companies for Diversity and Inclusion).

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