Employee Resource Groups are an excellent mechanism for enabling multiple groups within an organisation to have their own collective voice to speak with decision-makers and management. They also empower groups with the confidence to voice their concerns and to unite as a community. They offer formal and informal leadership opportunities, create visibility for employees and give them the opportunity to be heard, seen and understood, and to amplify their voices.
Not only that, but ERGs can also provide a resource for leadership and decision-makers regarding staff/community issues, needs and policies. The wisdom of their members can help improve equity and equality to all. They foster allyship and support retention because they enable employees to feel included and appreciated. Their specialist understanding of topics can also help inform company policy and help design more inclusive and accessible products and services.
Giving an overview of how networks (what EY calls ERGs) are structured, and detailing the journey that EY has been on with regards to its networks over the last few years. The session will include a case study of their recent network system refresh, informed by feedback EY received from their networks alongside other stakeholder groups, centred around 3 key changes:
1. Introduction of a purpose framework, linked to EY’s UKI DE&I Strategy, to guide all network activities and initiatives
2. Implementation of a reward and recognition plan for network leaders
3. Establishing enhanced governance and training to set the networks up for success
Having studied to become and been licensed and practiced as a healthcare professional for more than fifteen years, Dr Robert E Braylock crafted the knowledge, skills and abilities to consistently provide positive and memorable experiences for patients. As a unity, equity and justice practitioner, he has excelled even more.
With years of experience afforded through his upbringing and environment, experiences in college, and more than 15 years as a practitioner, these combined factors have influenced Dr Braylock’s ability to provide transformational experiences that help people and organisations move forward in their journey towards advancing unity, equity and justice.
Dr Braylock is the Principal and COO of BHK Consulting, a firm that exist to bring unity amongst communities and nations from different cultures and backgrounds, and to establish justice and equity throughout creation. He is a principal investigator on a project funded through the U.S. Department of Health and Human Services focused on addressing structural racism and racial health disparities in Chicago, Illinois and the United States.
Dr Braylock will be releasing a book in February 2023 focused on racial equity. To receive alerts, subscribe at https://www.bhk.consulting/contact-us.
Dionne Maxwell is Chief Amplified at AmplifiedKin. Dionne has a wealth of experience behind her following positions held at publishing giant Hearst UK where she was Diversity, Inclusion and Belonging Lead, and The BEAM Group, a network that aims to amplify the presence of Black and Ethnic professionals, through events, collaborations, and spotlights where she holds the role of Director and Chair.
Passionate about diversity, inclusion, and belonging as well as race equality issues specifically, Dionne believes there is still a long way to go for the advertising industry to ensure that inclusion is a priority and that diversity isn’t just a check box because it’s the nuance of inclusion that matters.
Growing up, Lauren was often the only Black person sitting in her classroom. While working in the finance world, she was often the only URM in the room. Feeling different never made her feel unique, but rather insecure, misunderstood, and unsafe. She learned how to ignore microaggressions and racism because that was the only way to survive. She confesses that the cumulative effect of her life experiences created a Black woman who was shut down, publicly inauthentic, and tired. These feelings were reinforced every time a boss critiqued her introversion or poorly communicated feedback. On the outside she was seemingly happy and engaged, but she was often heavily distracted and overwhelmed because she felt a lack of psychological safety and belongingness.
In 2020, she decided she would commit to pursuing her passion. She decided that the next job she had would not only help organisations create more diverse, equitable, and inclusive environments, but also would allow me to bring my authentic self to work every single day.
She is a certified Diversity, Equity and Inclusion practioner. She loves designing and delivering tailored learning experiences to clients. She believes that facilitating tough yet effective conversations gives her life. She helps organisations come up with action based solutions to their DEI challenges. Most importantly, she is thriving because she is doing what she loves and she is doing it as her authentic self.
After the learning, join us to meet speakers and fellow attendees and make new contacts at our exclusive after-show digital meetup.