I have 7+ years of ERG leadership experience. This is the process we followed: 1. Our D&I council consists of EEO representatives, ethics representatives, engagement representatives, Talent Acquisition, and leads of the Employee Resource Groups. I would start with who should be included on the D&I council and why? 2. Develop the objectives for the council. Ensure that the objectives align with the strategic goals for the company. 3. Create a communications plan to list how often you will meet and how will the information be disseminated. We started a monthly D&I highlight, which is a monthly one or two pager to cascade D&I messages to the employees. In addition, we do a quarterly presentation with senior leadership to ensure that we stay align to the company's strategy. 4. Establish checks and balances, how will you measure your progress? 5. Estimate the cost and obtain a sponsor. Our sponsor is the VP of Human Resources. We have a yearly budget that we for D&I initiatives.

Congratulations on taking the first step! Before we can make any change, we need to know where we're staring so we can set realistic goals for where we're going. It looks like Laurie & LeAnn have already found you. :) This is a great place to find support. Many of us are passionate about D & I, so keep reaching out!

I am working with a start up DEI company. I would be happy to help also. Company is located in Minneapolis and I am in Portland, OR.

Hello, I'm happy to help, let me know what you are looking for Anonymous and we can jump on a call. [email protected] - 610-246-3258. Located in AZ.

Hi! There are qualified people in the FGB Community who could potentially help with this. Could you share more details of your ask so we can help connect you with the right person?