Employee Networks, Resource Groups and Affinity Groups can be a beneficial resource to a company if they are formed for an appropriate business reason and are managed for success. For example, they can become:
- Resources for the employees they represent
- A voice to surface issues for improvement
- A means of networking with people of the same diversity dimension
- A source for coaching & mentoring
- A means of connecting to a diverse consumer base or as a tool for attracting and retaining talent
In each of these examples, there needs to be a clear business reason for their existence as well as a link to either the diversity strategic plan or business case. That plan should also be linked with the strategic objectives of the business. If creating employee networks is a specific tactic of the business plan, then managing them is imperative.
PRISM works with organizations through 4 phases:
- Phase I Establishing the Foundation
- Phase II Initiating an Employee Resource Group
- Phase III Establishing and Managing a Network
- Phase IV Ensuring the Network is Managed for Success
Because PRISM has assisted so many organizations in creating and developing effective Diversity Councils, it created a special division within the company - the Association of Diversity Councils. The Association of Diversity Councils is a member-based network of diversity councils dedicated to increasing the impact, effectiveness and recognition of diversity councils as an essential partner in developing; implementing and maintaining a strategic diversity focus within the organization. For more information, visit the Association of Diversity Council website: www.DiversityCouncil.com.
"PRISM brought focus and alignment to our diversity process and to our Diversity Council to insure that we were organized and well equipped to do the work."
Siemens Business Services
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