![\"Tesha](\"http:\/\/www.totalengagementconsulting.com\/blog\/wp-content\/uploads\/Nesbit-Arrington_Tesha-1.jpg\")
<\/a>Tesha L. Nesbit Arrington, Erie Insurance’s Director of Diversity & Inclusion and Strategic Analytics, presented Erie’s D&I best practices at a recent National Diversity Council – Carolinas “Best Practices” Meeting<\/p><\/div>In the diversity and inclusion field, there continues to be continued discussion on the importance of Employee Resource Groups, or ERGs. Traditionally, they have been referred to as \u201caffinity groups\u201d as they bring together employees around a common constituency factor such as Black, Hispanic, Women, Young Professionals, LGBT (Lesbian, Gay, Bisexual, Transgender), Veterans and more. These groups help make employees feel more at home and included in the workplace, and provide activities such as professional and social networking, mentoring and community involvement.<\/p>\n
Over the years, ERGs have continued to evolve. Some companies now refer to ERGs as BRGs \u2013 Business Resource Groups. This underscores that the true goal of the ERG is to make the employees and the business overall more effective. There should be a strong connection between the strategy and goals of the ERG (or BRG) and the company. Activities such as leadership development, connecting the company to the community and marketplace, and even input into product or services development helps the organization achieve its business goals.<\/p>\n
As a diversity and inclusion consultant, I often attend various workshops to continue to pick up the latest development in my field. In early July, I attend a half day \u201cDiversity and Inclusion Best Practices\u201d seminar organized by the National Diversity Council \u2013 Carolinas<\/strong><\/a> in Durham, NC. One of the presenters was Tesha L. Nesbit Arrington, Director of Diversity & Inclusion and Strategic Analytics at Erie Insurance Group.<\/strong><\/a><\/p>\n Ms. Nesbit, in presenting several diversity and inclusion best practices from Erie Insurance, highlighted their innovative approach to employee resource groups. Instead of starting with constituency-based resource groups, they started with groups focused around a particular business focus. Their first four ERGs were: After these networks were up, running and successful with participation from a wide range of constituencies, that provided a strong base for next launching constituency based affinity groups. The first two were women and multi-generational, with African-American and Veterans\u2019s charter proposals in the queue.<\/p>\n Erie Insurance continues to build ongoing robust diversity and inclusion initiatives on this base, including their \u201cDignity and Respect\u201d Campaign<\/strong><\/a> and scoring 100% on the Human Rights Campaign (HRC) Corporate Equality Index,<\/strong><\/a> which measures corporate LGBT inclusion.<\/p>\n","protected":false},"excerpt":{"rendered":" In the diversity and inclusion field, there continues to be continued discussion on the importance of Employee Resource Groups, or ERGs. Traditionally, they have been referred to as \u201caffinity groups\u201d as they bring together employees around a common constituency factor … Continue reading
\n\u2022\tSynERgIzE<\/strong> \u2013 focused on building an inclusive workplace
\n\u2022\tMultiplicity<\/strong> \u2013 for diverse employee recruiting outreach
\n\u2022\tCamaradERIE<\/strong> \u2013 building and promoting diversity among the agent community
\n\u2022\tExpERIEnce<\/strong> \u2013 around providing best customer experience and service for its diverse customer set.<\/p>\n