Asian American Business Roundtable
January 8, 2020, New York, USA
Asian American Business Roundtable
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AABR 2020 Breakout Session B Collaborating Across ERG Lines
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  • Description
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About speakers

Kathleen Navarro
Head of Talent Management & Chief Diversity Officer at New York Life
Shital Bhatt
Managing Director at Goldman Sachs
Hernan Celis
Commercial Banker at JPMorgan
Jean Luna Lau
Executive Director at J.P. Morgan
Priya Rajani
Client Strategy & Analytics Lead Analyst at Citi

Kathleen Navarro is Head of Talent Management & Chief Diversity Officer at New York Life, leading the company’s integrated talent management and diversity and inclusion strategies. Ms. Navarro heads up the company’s Executive Talent & Diversity Council and works closely with the business areas to align talent and diversity initiatives with business goals. Ms. Navarro joined New York Life in 1994 and has held a variety of finance, strategy, and operations roles spanning Insurance and Agency, Investments, and Corporate Departments. Ms. Navarro holds an MBA in Accountancy from Baruch College Zicklin School of Business, a B.S. in Statistics and Management from New York University Stern School of Business, and a certification in Building & Leading Diverse Organizations from Harvard Kennedy School Executive Education. She has been recognized as a Top 10 Champion of Global Diversity by DiversityGlobal, a Top Executive in Corporate Diversity by Black Enterprise, and included on the Most Powerful & Influential Women list by the National Diversity Council.

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Shital is global co-head of prime and execution services in Equities Operations. She serves as a managing director sponsor of the Operations Asian Professionals Network in the Americas.Previously, Shital held a variety of roles within Securities Operations in Hong Kong and Jersey City. She joined Goldman Sachs in 2004 as an analyst and was named managing director in 2017.Shital serves as a board member of the SIFMA Corporate Actions organization in the Americas.Shital earned a BS in Computer Science and an MBA in Marketing from St. John’s University.

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Hernan works in Commercial Banking, advising midsize companies in Metro New York. Hernan provides strategic guidance in treasury services, credit and financing, and connectivity across JPMorgan Chase to help companies scale. Prior, Hernan spent 8 years at Chase Wealth Management advising high net worth individuals with the management of their personal investment portfolios. Hernan started his career at Smith Barney, working with institutional clients and ultra-high net worth families in Latin America.Since 2010, Hernan held various leadership roles in Adelante, JPMorgan Chase’s Latino BRG. Hernan led Adelante at the Local, National and Global level and currently sits as Chair Emeritus, providing guidance to the leadership and partnering with JPMorgan Chase Senior Management. In 2018 Adelante was recognized among the top 5 Latino BRGs in the US by Latina Style Magazine.Hernan has a Bachelor’s in International Business from Berkeley College and is fluent in Spanish and proficient in Portuguese.

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Jean is an Executive Director covering Investment Solutions at the J.P. Morgan Private Bank based in New York. In her role, she partners closely with Asset Class Specialists, CIO Teams, Manager Due Diligence, Portfolio Managers and other teams to develop and execute engagement and communication strategies around Investment Solutions, primarily focused on Discretionary Strategies.Jean has been with J.P. Morgan Private Bank since 2007. Prior to her current role, she worked as Co-Head of the Alternative Investments Investor Relations Team from 2007-2012 where she managed client engagement and communications. From 2004-2007, Jean worked on the Corporate FX and Interest Rates Derivatives Marketing desk covering North American Corporates, where she structured, marketed and traded mostly interest rate swaps to corporate clients. She is a founding member of the J.P. Morgan Asset and Wealth Management Asian Leadership Forum and currently the Co-Chair of the Communications Committee.

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Priya Rajani is a results oriented and performance-driven individual currently leading client strategy and analytics for the North America Corporate client franchise within Citi’s Global Markets and Securities Sales organization. She is responsible for cross business development focused on optimizing revenue channels and partnership with corporate sales and product teams across FX, Rates, and Commodities. Previously, she worked in the Citi Private Bank O&T franchise driving expense management initiatives such as location strategy, right sizing organizational models and reengineering processes which delivered significant savings during her tenure.Priya holds an MBA in Finance and Investments from CUNY, New York and a Masters in Accounting from Mumbai University, India. Recently, she got featured in the American Banker July 2019 issue alongside Sara Wechter, head of Citi HR, for her contributions to diversity at Citi. She also serves as the co-chair for the Citi Asian Heritage Network – NY Chapter driving professional development initiatives and cultural events for a 2000 member strong network. Given her passion for diversity, she leads some women’s professional development initiatives for the NAM Markets franchise in Citi through the Women’s Bond Club programs, a 100+ year’s old not-for-profit organization for women in financial services in NY area. She was also awarded the “Rising Star” for Citi by the Women’s Bond Club, New York in 2012.

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About the talk

ERGs are often siloed – there is room for better collaboration among them. They can create space for authentic, uncomfortable and necessary conversations to help others understand the different challenges that New Majority employees face. Creating allies and advocates across differences helps to address issues through conversation, collaboration and visibility. Such collaborations might also help engage Millennials and Gen Z, who value community and embrace their multifaceted identities.

00:00 Intro

07:09 ERG and chai use case

11:14 Hesitations and concerns

17:00 External partnerships

23:20 Better connection with the strategy of the business

28:11 Hernan Celis on BRG

31:00 ERG to solve business problems

37:07 Deloitte inclusion councils

41:50 Working with other BRGs across other companies

47:15 Challenges

51:10 Perspectives outside the daily work

55:50 Membership and intersectionality

1:01:38 Defining membership

1:03:50 Engagement while working remotely

1:07:27 Success story

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Good afternoon. Everyone as was mentioned on Kathleen Navarro. I had a pallet management and I'm the chief diversity officer at New York Life and very excited to be here with you this afternoon. We have an exciting panel. We're going to be talking about how ear Archie's can collaborate ERG the employee resource groups and the impact they have we think about the impact of the business and meeting business goals or helping to promote an inclusive environment or how are members are in bassadors for our companies. And that's just that an individual ERG level. And what's the

power if r e r g start to collaborate more and work together work with each other work with the business work with external Partners supper discussion this afternoon. We're going to be hearing from our four panelists ins and the experiences. They've had at their respective companies there are challenges and That we should be thoughtful about as we embark on collaboration and we'd love to make this interactive. So I'll take it up with a couple of questions, but will I'll shoot it off to you to see if you have any questions at any point

during the conversation. If you have any questions want more information to raise your hand, it would be really cool. I think it much more interesting if this is more of a dialogue than a presentation. So with that I'm going to turn it over and we'll start Wichita with introduction. Everyone okay to hear me. Okay. I'm so many minutes. I should tell that I work at Goldman Sachs. I currently head up globally the execution and Prime Services operations team for the fire within our security Division and I've been with the firm for this year will be 16 years start as an analyst and

progressed through my entire career at the firm and made managing director not just passed cycle to cycle before and am extremely involved in a number of the networked at the firm originally starting with the women's Network and then having moved to Hong Kong for 6 years of my career spent a lot of time on a variety different network. Nisha and then was the sponsor for the operations Asian Professional Network at Goldman Sachs. So very very passionate about the cause and very active in the community within Goldman and then outside of Goldman Sachs as well.

Hi everyone, I'm real Johnny. I work with City within the global markets business. I lead North America client strategy for turn on financial institutions in focusing on FX rates in Commodities. I've been with sitting for just over a decade seems too long, but not long enough, and I'm currently also the co-chair for the Asian Affinity Network at city for the New York Chapter, which actually is our largest chapter and the United States spend a lot of time in City. It would have different businesses. I started in global wealth management when Sallie krawcheck used to

leave the business move to the private bank and most recently in global markets and throughout I think I've been an ambassador of diversity in many different ways. You initially just individually and personally and then later on as I moved up. You need to be a Senior Vice-President. I've been involved with the women's Network as well as with the Asian have Dish Network. I'm looking forward to a great conversation today. Please feel free to ask more questions. All of his are here to answer any questions you have and I'm excited. Drake hi. Good afternoon. Everybody. Hopefully everyone is

into tired from lunch was delicious. So thank you again to John for all of that. And the team my name is Jean. Laue. I am an executive director at JPMorgan. I work in the private bank in Stow. We help our high-net-worth as well as at the broad majority of our retail clients achieve their goals by creating and developing solutions for them and I have been with JPMorgan for about 15 years now and in various roles first in the Investment Bank in interest rate derivatives sales and trading and then moved over to the private bank or I first worked in alternate is still helping to structure and

market. I'll turn us to hedge funds private afternoon real estate now covering managed solutions from investor relations perspective. I have been involved in a number of different employee resource groups from our Asian leadership for him as well as our gender oriented or maternity buddy program, so that would be for women or and or parents who might be coming back from leave and And where might need a little bit of help and guidance as they left to kind of assimilate back into the workforce after having gone away for a little while.

Good afternoon. My name is Fernando Salas. And thank you very much for staying with us during this session. I work with JP Morgan Chase and I am a commercial Banker where my team and I get to work with the with the most amazing entrepreneurship New York City and we're very fortunate to strategically advise them on credit and lending and many other aspects of what's necessary for them to grow their business aside from being a commercial Banker. I've also been extremely involved with the business resource Group within JP Morgan Chase since I joined the firm in 2010,

I've held a number of different roles Khalid a co-chair of Adelante Wichita Latino business resource Group at the local National and Global level recently. I know where I work very closely with the current leadership providing a certain your guidance and I also work very closely with her senior managers to continue to 6 to 4 for the benefit of the of the beer G. I want it has grown now. Up to what a membership face up close to 17,000 and most recently was recognized among the top 5

Latino Biaggi's in the country. I see we have a really great group of experts here within working in the diversity filled in with their employee resource groups that they are companies and excited to get started here. So when will you think about the benefits of cross collaboration across that you are G's, there's a lot to it, right? We can expand the reach of the individual employee Resource Group. We can certainly save some budget dollars it helps with intersectionality and the multi

dimensions of the workforce and it's just a few of the the examples. So I thought we'd start with c and collaboration in action and should tell if you could describe how that you are cheese work together at Goldman Sachs and and some of the experiences that you've had at your firm as a starting point. So I'm to the point that you made it think it's important to you even from just a budget perspective to participate across the ERG. But you can get the most for your back right trying to be more efficient and how we going to post our events Exedra but one of the examples that I'd like to share

is as part of the Asian Professional Network within operations. There is something that we coined as an event, which was really popular with our population called we called it chive time and you know it networking with chili. And the reason for this is what we noticed is a lot of the networking sessions either they were after hours which might have not been super convenient for you know, different populations and then secondly drinks and I'm going to talk to a wine-and-cheese. Excetera is maybe not always is not always a top priority your appetite for

the community. So instead we started huge have these networking sessions in the middle of the day or around 3 p.m. For about an hour and the purpose of it was to bring you some Community together. That was the main purpose. But what we found is like networking for the Asian Community doesn't come natural. Usually we need and I will speak for myself, you know from my own experience. It's easier to speak to someone when there is some sent through there is a topic that you need to talk to you or there's something in comment as opposed to just randomly going up to someone and

introducing yourself. So what we did was we took the the theme of chili and be featured chives from around the world and we hosted a session to educate people on the different uses of chili and how it's a very Central it culturally very applicable to many different regions across Asia and just threw that we paired up groups or individuals to have a conversation around chai, but then which also not naturally created a created a dialogue and it allows the individual to take the dialogue. However, they wanted to whether it was through business lines to talk about

their try or even to ask what Florida sat on in the building or could they follow up with a coffee? Set individual later on and we found at this event was very popular and it actually was so popular that it ends up going to the firm white level as well and through this week elaborate. We we spoke to our partners in the Hispanic and Latino Network in operations, and it was a very similar concept. So we had a brand-new the two together and it was in a Cafe Con Leche on the OHL inside and then, you know chai time with the Asian population and bringing the community together. We were

really trying to solve the same problem. We're trying to expose our community to act as two different individuals across different networks three something that was very familiar to the culture and that they could also learn from one another. So that was something that worked really well for our organization and it's something that the chai time still kicked off formally and informally Great, that's a great example. And I think it's important to note that there are a lot of common interests across the different communities and so finding that thread of what what each of the respective your

G's are interested in and and working around that it is one tip when you're when you're facing this IGN I'm interested though is have you experienced any sort of hesitation or concern from ERG members around collaboration when we think about collaboration and end of bringing people in a similar Community together and now we're saying all of that and now we're saying to other communities there may be some hesitation in concern about sort of losing the

mission of of your particular group or like what's the benefit of having this reach out. So can you describe with your Variance if you've come up against any of that, I'll start with the answer which is which is yes, but I'll get to the longer part of the story cuz that's where things get interesting. And so I think that we all have to acknowledge that resources are not infinite and they're not unlimited. However, I do think that something we also have to acknowledge is that the pie doesn't always have to be viewed as the fixed-size so as we collect and

collaborate collaborate amongst each other we could actually grow the size of that pie and actually Creator expand those resources and opportunities for either within a corporation or even more broadly across our community. And so I think that as it's so background on on my organization so jpmorgan's a massive organization. We have a number of different args Wheels have multiple lines of business is so we have here a cheese that's bad all lines of businesses that are firmwide. For example, Anjali project Pay Here in the audience of the partner of mine. She is a

cool head for Tri-State for one of those multi line of business organizations. But we also have individual line of business organizations like the asset and wealth-management lob, which is what I'm a part of and we just started last year. So we initiated our ERG last year because we thought that there was demand and that there would be an opportunity for employees within this particular line of business to be able to focus on some of the issues and some of the the areas of opportunity for them. And so when we've initiated our journey, we knew that we needed to collaborate with others

and that we would need allies and we would need to benefit from the learning and the success of other yard. He's now that's not to say that we also as we were creating our programming and as we were creating our own mission statement didn't fully believe that we knew all the issues that we were part of the experts in the subject matter. And so there was a little bit of this Push Pull to determine how much of this is going to be. A development from an internal perspective that we as a leadership team for are particularly Reggie or identifying what the problems are then coming up with

Solutions and then trying to marry that with what we know to be a whole universe of expertise and experience that exists across the ERG is within JP Morgan. And so when I say that that yes, there was certainly consideration and there was some concern about how widely we wanted to collaborate with other your ID is because again, it's I think there's a constant concept that there is there is limited resources, but we overcame that simply because we knew what our mission was and that in order to achieve that mission which was to help retain and develop our Asian population within

asset wealth management. We would need to leverage all the resources at our fingertips and that means extending that Branch. Olive Branch to other ideas and trying to collaborate with them and then benefit from their mindshare. It's great. I love that concept of roll the pi. I think that's really an important perspectives to have. I know I Colette are women's Initiative for a few years back in 2012 or so around then and one of the things when I became coach hear my co-chair and I had decided that we really wanted to do is strong Outreach to mad

right and to do, you know start to have a broader perspective and at first the women so the first we reached out to the men and the interesting thing is that the men all were interested in participating but because of the name of the employee Resource Group, the women's initiative favorite bass, they didn't think that they blondes that it was that they were welcomed. So we got past that but then the women at some of the events would turn to the minutes say that you know, Women as well to the

importance of having been in the room, you know, I would say if it was a room full of women talking to women we were going to really be making progress right? We needed the men to come along with us as well. And it's grown tremendously over the past, you know, six seven eight years. However long it's been and I think the concepts, you know, allyship is very very important and its concept doing this cross ERG collaboration. I think sometimes people don't recognize that it is important that we we learn from each other and that we help each other grow grow the pie that's really

good. So when were thinking about this week we focus a little bit so far on the the internal aspect The Archies can really be a great resource as we look to the external environment and supporting our external Partnerships. But again, I think you could have some hesitation right when we think about employee resource groups and the members and and people thinking that do the employee resource groups are here to help are individuals with their professional development or with their networking like we we saw here and how we know maybe help with

internal Mobility. Like what what why should we be helping with external engagement or external Partnerships and her and I know that you are of your group has done a lot around this and could you describe you know from your experience what it's been like with the benefits are in some of the things you've done supporting or extract your external partnership. Great benefits that come with the internal involvement, of course, right internally. You truly get to developed great skills, you truly get to expand your Professional Network. Which

which helps tremendously but focusing on the external aspect many times through your involvement in the beard used to get invited to to have a seat at the table a discussion that are happening externally at one organization that to me comes to mind is Alpha, which is the largest Latino Professional Organization in the country JP Morgan has had a great relationship with Alpha for quite some time and what we realize is that By having that external partnership, you become a stronger team player with and JPMorgan. Why

because you helped Advance the dialogue Atlanta has been very key player in creating awareness about the impact of alpha so that more figured managers within JP Morgan can be more active as well as focus on the pipeline of future talent that we would love to continue to develop in Alpha has been a great partner. That's one of them. Anyway one in particular that that is so so very impactful is that many times through Arsenal Partnerships. We create awareness about organizations that are making a stronger

impact in the community that only in terms of professional development in one in particular is Hispanic Federation as well. It's one of the largest advocates for for Latinos in the US and through our involvement. Advocacy JP Morgan has been able to in in fryer. It has been able to increase the financial commitment to the doctor at Advocate. She says just many different benefits that I'd invited to a community into the percent increase in engagement when they have the opportunity to participate with external

organizations, either being a member of alpha for example are going to a conference like what what kind of benefits do you see with that one quick example and One of our Adelante members I met her her name is Stephanie Rodriguez. She's currently the the chief of staff for the head of human resources for JPMorgan Chase. When I first met Stephanie McCreary, shy individual, we all knew that she was incredibly smart and just needed to get out of her comfort zone and through our involvement with Turner

gas stations in the community was able to speak in public in for the student services mentor and we took very quickly how she just came out of her shell and when she was hosting events at JPMorgan through her Atlanta leadership speaking infront of 300 individuals are just some of the things benefits that we've seen for a four members and other organization that comes to mind is called his phone and what his paw. Is that they make it easy for executive to come and speak to students. Pacifically students at the elementary

school level and what many organizations throughout the day, dth schools. They teach students about the ABCs of a savings account with his paw. Which is quite interesting which makes it even easier for you to participate is just for you to share your story and what they do is that they also provide with training so that if you're speaking in public for the first time they're going to coach you and now your organs are a bunch of elementary schools students that you're not going to be feeling as scared. Right and you work on your public speaking

and you're making a big impact in the keep data because the the founder of his pass a PhD mathematics and the data has shown that young children who've heard great executive sure. There are more likely now with that. They want to go to college they see themselves as a banker or any other roles that we are. I didn't benefit to remember that's really incredible. There's there's so much power in the employee resource groups and you see it both internally and the the development of the members exposure in the experiences that you're if you're

into virtual members get but then when you look at what you can do for the broader community and the impact that you can have on, you know, younger people live and eat and then having Role Models, it's really it's really fantastic and I think something that you said earlier when we we first kicked off this question was alluded to is internal and external and not mutually exclusive right? You can see or cheese can cover a lot of ground. It doesn't just have to be focused in one particular area. So so thank you for that. Some of the Forbes study. It was called fostering Innovation through

a diverse Workforce and it talks about how the formulas to diversity is rapidly changing. It's no longer only about increasing representation and having a heterogeneous Workforce. It's what you actually do with that Workforce, right how you can use that to create Innovative products or come to better Solutions it help set companies apart is companies really know, you know how to how to go about this the right way and the ER cheese can really help with this is in Supriya. I'm interested in how What your advice or experiences in how the

employee resource groups can better connect with the strategy of the business and a lot of employee I've been using the term employee resource groups. A lot of companies is actually business resource groups. Right? We've we've really seen an evolution on the whole experience. It started out as employee network groups then the group the ball to employee resource groups and now there's another Evolution and becoming business resource groups. So if you could just speak to what you see is sort of some some ways that these groups can really evolve to business resource groups and really

helping the business to our thank you. I was talking to in a video on the table the woman who ran the red jacket. She used to be at city and what private bank and she actually is one of the co-founders of the Asian affinity group at city and it's just funny what she had great things to say. I've also met, you know some other folks at different events who used to be at City, you know founding members of Asian Affinity groups and the only memory they all have is how it used to be a party town and I get my first reaction was like no it's not a party town II reaction is like why am I not invited

to these parties and I think the biggest shift has been that oldies args have now started. Do you know what kind of convert into Biaggi's like business resource groups has many different ways of doing this and you know, my colleagues have shared different ways that they've been doing this but I would like to highlight a few things at city has been focused on particularly in the last 3 or 4 years. The very first thing we did is we redefine our engagement model, you know to recruit and retain participation for longer-term and how we did that is in a

Mike Corbat made some very bold statements about diversity and I don't don't need to coat them, but you can just Google it and you'll read it. Which he made sure that every single person who reported to him is responsible for some ERG and that could be a tenacity that could be gender sexual orientation parents veterans. I need to sign them an ERG and said he wears x amount of dollars and go have fun. He said no, I need you to come back to me and tell me what are some of the problems that you've identified how he went to solve them

and how are we going to make sure that every business whether it's in United States. It's in Asia. Each region. Each country has their own you no problems or challenges to deal with with the minorities or with the ERG locally. The second thing we did is we created some targeted metrics not just representation metric to say, you know, we going to have 50% women but we actually understood where is our current metric. How do we get there? And why is it important to do that mean every research paper? I was going to tell you that increasing diversity having a woman ordered. He's having a

women and board positions is going to make your business grow bigger better, you know in X number of years. We actually defined you don't engagement model between us and targeted metrics to important metrics. Actually we went public about it is one increasing or African-American representation from 6% to 8% seems like a very small number but trust me it requires a lot of work in the second thing we do it is that we want to increase our women representation from ATP levels to managing directors 40% It was about 35% of few years ago and the 5% increase it has

involves tremendous amount of work. And the last thing that we did is we we we understood that is important to create the pipeline at the entry-level to write summer summer interns and even at door entry level analyst we made sure that we increased you know, our minority Robert. Location as well as women representation. It's not a cold though. We're not saying that it is hundred endless coming in 30 has to be minorities are 50 has to be women, but it was a very targeted approach to say we started targeting schools have a primarily African-American and we said we will get a larger population

in the pool and only then we can hit our targets for some very pointed things that were done in different countries and different businesses. And the last thing that we did is what everyone sitting at the top, you know can have all these different agendas and targets and goals. It was important to actually disseminate these goes to individual businesses to each business head is responsible to our diversity officer to head of our HR to answer questions to say you don't meet your target. Why and what are you doing about this accountability? I think it was very important to have

accountability at every level of the business. So yes, it's a party town we all Budget Inn, we all do different things with the money that we get but it was important to understand that the businesses are now held responsible and accountable to come back to employees. And what are we doing about, you know, the province of identified and the fact that we said that we had a big Ambassador proponent of diversity and inclusion just saying it is not enough. We actually have to do certain things. Can I do with an JP Morgan Oliver. G's are also

aligned to it to operating committee members who are the wreck reports to to Jamie dimon or CEO and one thing one thing that we that we do with another land. We truly treated as a business and what I mean, we treated as a business in terms of our leadership one of the first things that I tell anyone who wants to pursue a dealership Road within Adelante side in starting day 1 You thought you need to start seeking who's going to be your socks your successor to year from now. You need to make time to truly connect

with those members of your team for your working with they need to know that you have to be back. They need to be able to trust you because in brg, everyone is a volunteer. So you're leading without paying individuals, right? So he comes with another level of a larger Challenge and we're so strategic with how we Market herself with her that the kind of events that we want to have an a very strong focus on on the professional development of our members similar to to engagement with Senior Management.

We have Marriott this dialogue with Roc members and we prepare so much for this kind of meetings because it is actually very interesting to see that Come of Roc member to run a multibillion-dollar business and when they sit with us. They really want to know what was it. What was the last thing that we promised them do we deliver on that? Was there any gas. We were able to identify if we cannot continue to move forward? What can they do to help for the engagement is it is incredible and he's directly with kind of have focus on three seas. We have been which have been a

career development community and culture and 10 South Atlanta has a very large Network and we work for a bank. We want to focus on 1/4 C which is Commerce and what have we done to given that we are we cater to the Latino community and warfare Bank Atlanta started doing a lot of research and learning studies from other organizations about the impact of the Latino business owner the impact of the Latino consumer with shared that information are internally and and another way of creating awareness about the protest. Hopefully cannot increase

basis from Hell by we are very focused on that. We also used ERG so identify business problems and come up with a solution retention is a big issue, I guess for every Financial Services or any other organization and what we did it is across crg's, you know, Latino parents Asian Infinity African-American. One of the common issues was that be were losing a lot of employees for child care & Family Care and we identified that you know, it's it's been a lingering issue for many many years. And while there have been

no many programs that have come in that have helped organizations. You do expanded benefits City actually, you know, made quite a significant change in expanding those benefits, you know consistently, so if you're in for example for the primary care provider for you know your child, you know, what are you a male or female your benefits were pretty standard and if I can't share more because it's all internal the city, but I think That's just one example of where we went to many different businesses. And when HR to say, you know, what is one of your biggest challenge when

it comes to retention. They said of course losing people to taking care of families are children, and I think that point across crg's and you know down through each vertical business and the benefits of expanded and now, you know, of course we seen some improvement but a long way to go sledding. That's also one way you could do you could use your ER Gees to identify problems with in business and then come up with like a common solution or a solution that fits into some businesses. Apria mentioned earlier in terms of accountability

data, so I Goldenberg obsessed with data and it says she's dating around diversity and what we've benefited from two to the appointment earlier is bringing the different individuals together who are responsible for whether it's the different ERG groups and I'm talking about the data on the metrics. It also allows in the group to see that not every strategy fits every population and that you need to be mindful of what is the need of that population and adjust your gold accordingly. So whether it is is a onboarding of a new talent in the Black and Hispanic space that might

be in terms of recruiting we may have a challenge there. But if I think about from an Asian perspective, that's not a challenge that we have. We getting a large number of inbound Asian students, but after and they do well in their career, but at a certain point there is a huge drop off in in terms of how many of those Progressed to the more senior levels and that's the program and that's where we talked about advocating for the population as opposed to thinking about recruiting and retention excetera through really about how do you create sponsorship? How do you advocate for

those individuals to make sure that they can prove grass or have the opportunity to Progreso? I think the data really helps to solve for different problems in a different communities into the point around like maternity or paternity Exedra unicorn. We made a pretty big statement this year. We're regardless it's five months across the board for everyone in every every jurisdiction in the United States. Of course in email. There is a different rules and regulations, but I'm 5 months across the board and the amount of excitement and like it stressed. I came off of

people's shoulders have an incredible and now I see many people in my team. Where is the primary caregiver? Maybe only 4 months do that person took the first four months and then the secondary caregiver came in and took the next five months. So having nine months if your child has zero is important and I think those individuals recognize that after five months I come back and I have a seat at the table and I have my job and you know Goldman supporting me through this major transition my life. Fantastic, and I applaud all the companies that are transparent with the numbers.

The numbers are really important. I think it's does intuition tells point when you can dig in and you can understand what the different needs are the different opportunities are and cut the data that really you can come up with some impactful solution. I think there were a couple of other really good tips there and it's interesting because you you all sort of answered my follow-up question one thing for you when you were talking you were talking about all of the great really sort of the strategy and the approach you have and that's coming from the top right and that's really I think

imperative in critical but I was also thinking okay. Well, if you're in an organization where you don't have that commitment then what do the ER tees do and her an Indian prayer you each gave some really good examples of the ERG showing where the opportunities are, right and actually coming up with some thoughtful approaches and ideas that you can present to the business and I think that that's Keto They're so even if you're in an environment where you may not have the same you may be at a different place on the maturity curve with all of this and it is a journey you you still

have an opportunity to really think about well find that little niche and really focus in as opposed to really trying to like boil the ocean if you narrow it down and you can find an area where you can provide either some research or pull some of the business areas or are you really kind of come up with with some ideas that you can present you'd be amazed at how receptive people will like to throw it out to the audience doesn't do any of you have any questions here. Look at this is great. I don't know. What do we have mics to go around like

My name is Nancy Joyce. I'm with PTT Global. I'm wondering what your thoughts are on the Deloitte approach of building inclusion. Council's instead of having, you know, ethnic specific or category-specific Biaggi's benefits and risks are. I just figured I could I could come in there and I don't necessarily think that that I've been exposed to much to how that's developing yet at JPMorgan. But I do think that there is definitely a benefit in Cross collaboration across different ERG than brgs and creating this and a nurturing

the concept of allyship even more so than within the existing brg is a retard and part of that is because if we stay within our silos again, I don't I don't think we'll be able to benefit from the experiences as well as the that the perspectives from other organizations because we are so kind of internally minded and focused and do like I do things and having engaged with are not on as well. Having some sort of kind of Multicultural counselor or how much more diverse high-level approach to the types of missions that we're all focused on within our ERG is on. That we're going to

look to explore going forward. Is it yes, you know, I think I kind of answer that question in a in a bit of an answer the question. How do you change ERG than to be RJ's? So, you know if you talked about like a women's Network a private Network families on Veterans in Adderall cross ethnicities cross-gender, but then you also have to cater to you know, certain ethnicity groups because we have common problems. You know what I face as an Asian or what I face is a woman could be very different what I could face as a parent and I

may not be comfortable bringing up, you know something that's very are unique to an Asian upbringing. I mean, I'll be comfortable talking about that Independence Network or you know, if I join if I'm an ally of a private Network, you know, they have five different challenges and I may not be very comfortable talking about that. So I think it's important to have inclusion at the very top and maybe just cut across business lines cut cut across crg's But I think we should continue to have the focus on certain types of ERG because you always have an an influx

of people that the entry-level who will come with those challenges. And if you don't have them to go somewhere you will lose those people and they may not want to join neerg because you'll be like what they don't really talk about issues that I face. So, you know, why would I want to join that suit? Yes inclusion at all levels at all ethnicities is very important, but somewhere you have to keep that Focus as well. What one thing that that we say with in Atlanta right is that are events are are English everyone can attend and one thing that we've been

focusing on as well. That's that how can the event add value to someone who's entry level at JPMorgan or someone? Who is the CEO of JPMorgan? What kind of content can we have? So we we focus very strongly on the planning. If the event is going to provide you with an opportunity to learn about a specific business a specific route a potential career opportunity opportunity to expand your Professional Network regardless of what ethnic group you come from. It's going to be a win-win so we tend to focus on that. I just say I think

organizations are different and there's different needs and I think each organization needs to figure out what their needs are and and there's no one solution that fits all and I do think personally a balance of of what Priya was talking about. You have your ear orgies and then you have either of you know, a multicultural Council or the United visery committee or you to court cross collaboration kind of gives you sort of the benefit of both, but I think at the end of the day each company has to figure out what works best for them. other questions

think I saw was there another hand that went up. ERG Okay. So you're at your question is what we're working with other Biaggi's across other companies. There is an organization where in Atlanta was one of the founding members is called a Latino night works collision and it basically brings together all of the Latino. Jesus some of the top firms Sadie's part of it as well and Bank of America many other companies including New York Times and the leadership the co-chairs of those organization 10th to have a relationship for quite some time. They're open about sharing

challenges sharing best practices and more importantly coming together to work on event that have a benefit on the community at 1 and it do that I can recall and this was more from from friends that got together. It was to raise funds to help Puerto Rico a couple of years ago during the storm and I'm on Fry. We raised about $50,000. The best part is that many of the France they all work for great companies that were able to match. So the impact was even greater. So that's one of the benefits that I

can think of another one. I think that when they first joined JPMorgan back in 2010 was thanks to an introduction through one of those individuals in. Network does just many many ways to to to benefit I think that in regards to the the Asian ERG as we also can benefit from Cross Corporation cross-company collaboration and there are organizations like this and I think that they have connections with many different either public and private companies and their Asian Network where we collaborate where

we can leverage and share resources so that we can all benefit either from a keynote speaker or from a conference or from some sort of educational opportunity that can be more widely spread and shared. I'm so just to your point that we can have that cross collaboration and then continue it continue to share that more broadly. Time in Hong Kong for about six years and there are a lot of the banks collaborated together to the point made around if we if there was a key individual of traveling into the region from one of the

banks and giving out women at the aspiring to be senior Executives at the firm across Coleman Bank of America Hydra creating a Roundtable opportunity to have access to the individual who is in the region. So there would definitely that's where the because it's a lot smaller the banks everyone pretty much knows each other when you're in a similar business signs and it was more informally created but the group kept in touch and we made it and we made it top priority that anytime and individual from one of our organizations who was a he senior leader. That

would be that maybe looked or spoke like the the individuals in Hong Kong we would make sure to take connect that small group with this individual so that The way that we collaborated informally across Hong Kong. It's interesting. I moved in to see and I five years ago. I've been at New York Life 25 years. I was on the business side and in five years ago. I became Chief diversity officer and then moved into the head of talent management earlier this year and I've never in my 25-year career hadn't seen any collaboration like I have in the dni space. It's an area where it's

everyone is very willing to share what they're doing what the best practices are people really want each other to succeed because when we individually succeed we're just helping the ball move forward across across the society and so it's a place where I think that people are very open-minded to it and I've seen rergx do some collaboration across other companies there was you know, whether it's they're starting to just start a new group and we've helped them with yours how we have it set up in here some best practices and and ways that you can go about it to other programs

that we've had that have been successful. That we've shared and which I think is really just unique and special and I think it's important for us to have the dialogue in to share share our best practices. There is the CEO of action for diversity and inclusion. I don't know if people are familiar with that. And each of the companies has each of the CEOs at these companies has committed to promoting diversity and inclusion at their individual organizations, and there's four things that

the commitment required and one of them is sharing best practices. So if you go on to the website, whether your company is part of it or not, the best practices are open to everyone and you share best practices and you share some things that that don't work as well as it was a really great resource. I think particularly if you're if you are running an ERG to even go and see what ideas other companies have on different areas are diversity and inclusion Challenges, you know, when we

kind of cross pollinate ideas, I think the challenges I see is just sometimes non financial institutions that the flexibility and I guess the auction said they have to choose from when it comes to diversity and inclusion was going to be a secret City in the guidelines and restrictions was just like the don't the Jews in the domes of how you could use your resources to kind of funeral widen your agenda. So I think that is a very big Challenge and I'm sure you know, the one financial institutions when they hear our stories they feel

like we have more money we have more resources challenges and I I don't know if that would ever be an ideal state or a state with all of his can adopt ideas from each other and just you know have similar best practices. And also where we are right now. It's also the way of collaborating and sharing its practices. What we are saying today, you know, you may want to go back to the organizations and talk about it and implement but you organization, you know me have restrictions that I don't you know, or may not have the resources to implement that so I think that is a very big challenge

Financial Services when you're in a highly regulated industry, you know, some of that conservatism tends to spill over to to other areas but to my point earlier you it's not a shift in left by any means, I mean certainly it's important to hear what other companies are doing and and hear some best practices. But then at the end of the day, you have to make it fit your organization and what you were going to say, she needs and culture is and it cuz you're not going to be successful otherwise Other questions we have one in the back.

Hello. Hi. My name is Luna. I'm from MetroPlus health plan. Thank you very much for a discussion. I learned a lot about that yard G and the prg our company is a city-owned accompany. It's also been on to the highly regulated industry cuz it's health insurance, but we don't have a b r g o e r g particular division. We do have an eeo officer diversity officer. However, I don't think they can do as much as what do you have been described. So as an outsider of that y'all do y'all brg, I want to ask you from the perspective of employees. How

do we are present our self or making ourselves outstanding to the potential ya go brg officer to let them know what talents or skills that we have can make you the benefit of the company from another perspective outside of our regular daily work cuz I can't give you a exam. I will company is not a very big and I do the Asian market promotion. So but we don't have a particular like leadership in charge of the Asian employee to help them grow. So sometimes I have to accompany to organize the Asian

American Heritage Month celebration organize a marching team to join the Asian the parades in Chinatown Mall flushing, but sometimes we do I hear a different voices from employees why we need a participating this what's a benefit we can get from joining such a cultural Anthony Coal activities outside out daily job. So, can you please answer this question to Ulta employee grow too broad of their perspectives the outside of their daily work. Thank you.

I am having to take a stab at that. I think that that and I've heard this mention Also earlier than a day. Is that sometimes Senior Management doesn't know what they don't they don't know what they don't know or are they may not know that there's a gap in the organization or that there's an opportunity and so the the ERG that I belong to your weed. We actually were created last year. And so it was very much a Grassroots effort to identify an opportunity and to pull together a plan business plan essentially. So treating us almost like a

visitor or a business and being able to show what the benefits could be your could look like if we were to be able to execute on that plan and and also having an ask and so part of it is is here's that got that identified whether or not there is an opportunity with clients or there is an opportunity to increase employee retention or an opportunity to help continue to develop employees of Weather of Asian are other ethnic background by doing X weather. It's engaging them a little bit more by developing programming. We might need a little bit of budget. And so I think to your point

taking a little bit of that initiative to identify the opportunity and to show what the impact the positive impact could be because again, I think that the in a freshly for it for many of us up here on the panel Converse is going to be very important. So what are the benefits to the firm? What's the benefits your organization and trying to articulate that to them could be very helpful in trying to kind of create the momentum that you need in order to get that visibility and it really is that that first step to say like I've I've done a little bit of work and here is some information that I

want to share with you and and teach them. I forgot to say that it starts with the personal initiative. If you have the data to back up what you think the impact could be and then tell the story cuz I think that bringing all of that together and being able to articulate how you can bring you know, let's say attrition number is from A to B because this is how we serving the community in this is what we're saying. The gaps are for the organization. I think that that will make it more of a business problem and then your senior leaders will want you then address it to say.

Okay. Well now I understand that he can help me in this business einar this metric that I have a problem in which I need to address. But it I think it definitely starts with personal initiative and the passion to take the subject forward. After you get the yes, make sure that you deliver on it. Make sure that you are highlighting those accomplishments were archiving them and continued continue a dialogue right? Because the the next time is going to be less challenging to get that yesterday was the first time.

And it's interesting if you were to pull companies and ask how they are first ERG started. I think you'll find more often than not it was a Grassroots effort so it can it can be done. You look at companies that have been at it for a while and have mature models and sometimes it seems like that's you know, unattainable but everyone started, you know sort of at the same place. This is a fairly new field and a fairly new you knows where the space that people are working in. other questions

ISO, my name is William Wong. I work 40 Port Authority. I'm also the Asian-American RG for my company's membership. And so I wanted to ask about membership. So membership for my experience has been a big problem because we have nine yards used within our organization, but they all have different ways of becoming a member and everyone has a kind of a different way of getting those numbers and in particular in terms of coordinating also, like how do you become a member? What are requirements

everyone that's a little bit differently. So in terms of promoting that intersectionality becomes incredibly difficult because if someone puts in all their first to join one organization, and then let her work has been completely different method. It really does raise the barriers for people to become members and multiple groups. I was wondering from your experiences. How do You work with other ubr Gees to maybe promote most will memberships and how to really promodiser sexuality and I'll take that because we actually had this challenge two years ago and we have solved it halfway through

and we have another half way to go. The first thing I would say is membership should be open to everyone. It doesn't have to be that you have to belong to a certain group or ethnicity. We did raise this question to our HR to see why can't I just have one link and I click on it and I just become a member of everyone and what it is very important that some people do not like to be stereotyped. So and some people don't want to be part of a group that they don't they think they don't belong to for whatever reasons so that answer the question that

you cannot have one. Click for all members of the Second Challenge we had was that how do you actually reach out to you know people if you want them to become members? What's the question again? Okay, you definitely have all these metrics. You know, who's Asian? You know who's African-American University? No, give me they're going to email IDs and we will send a blast email. No, you cannot do that because these people don't want to get done to find a station. That's it's okay. Can we send an email to everyone in the organization know you can do that? So we didn't have came up with it.

Okay, if we have all these guidelines and restrictions and we can't do certain things but there are some things we can do. So at every event we first just made it available to everyone. So if I'm not part of an ERG, I can still slip that invite anyone in my team and everyone can come attend and we created like a sign in sheet and then just fine and she's got too long and they got too short. Then there was no name on it. So we didn't just said great. We're just going to have a machine that you swipe your you know ID and that's it and we have your ass away ID by swiping that I didn't know ID

you were telling me that you're okay to be part of this group and then we send an email to you and then you decide to be a member or not. And the loss challenge we had was that HR and diversity was running their own numbers and tons of how many members they have that was not necessarily the same population that they are reaching out. So we got you working on a project right now. We working with a try to say you can't have your own database and we can have our own database. We need to have one you decide if it's yours or if it's ours and we'll we'll follow that but I'm talking to HR or

diversity and inclusion any organization that kind of governs all these ERG is very important to say it. It may not be one-size-fits-all but it has to be at least someone way of these people becoming members 3 plus side of a female's people thought about playing field looks like a funeral just fed up of getting too many Communications. So this was challenges that we faced at City would run across all the argies. Not just Asian not just women's cross all your t's identified were the top three issues unresolved for that. We're still working on the common database. Hopefully next year. I will

have a better update. That's how we try to solve it. I think that that blasting emails leveraging multiple lists that's been very very complex. Nothing challenge. So what we have attempted to do is to really raise the concept of Randall Ernest so that our employee groups understand what our mission is and how are differentiated from others or there might be some stuff shared or similar goals, but that we can kind of create a connectivity to certain individuals within our organization and also leveraging the different Platforms in which we can do that because again last emails what

types of things don't often work because people often ignore them and so trying to understand our demographic understand what's relevant and important to them. Is it much more relevant for them to be drawn in because we're launching a program that's interesting like a mentorship network because one of the challenges that we face one of our key pillars is that we are trying to recruit Flexitol we have a very deep pipeline of of Junior candidates, but we try to do is focus on those candidates who are big at VP level and above that are trying to get promoted our organization. So trying to in some

cases identify what some of the challenges are the issues are and reach out to outreach whether or not it's posting on are your organization or a line of business home page and or by word of mouth or creating these programs that that then attract interest because it sells for some sort of professional development or on some other issue is another way for you to try to reach out without necessarily trying to identify people by list and buy, you know how they look. I would just add that there's also options of like trying to contact people through other mediums. So we were having a

chat earlier with a few of the Goldman folks and one of the things that we all suffered with his across your G's, how do you get out an email to the right distribution list and trying to fill out the template and all that it took like weeks and it's like the Avenger tomorrow and email haven't gone out. So we did voice a lot of that feedback on back to our diversity office who governs the different your ideas and they were able to help us to streamline that process and roll it on to something. That's a lot more efficient. But the other thing to consider is it's not all about email maybe

think about different mediums of communicating. So at the firm we use Symphony with a lot of probably Banks her clients use and that's in a way for us to communicate events with our population as well to even just a you know, the details in a symphony chat room, which has a group of people at least get the information out. So I thinking more about what are different ways as opposed to just the traditional email to get out to people because now it is a lot of people are either working from home or on the road with clients Exedra and they need to be able to get that information push to them in

different different ways. It's amazing how challenging the administrative end of running an ERG is and how much time it takes and just managing the membership list the email sending out distributions if you doing things that specific location, how do you target it? Cuz you don't want to send something to people in Tampa if it's not going to be you know, for example to talk to actually be broadcast that so and also you mentioned just the definition of a member right eye and that's even Up For Debate. Sometimes is it somebody who's on your mailing list, but never

attended one event, or is it somebody who is active so we've done some things where we've to find what we had what are members are anybody who signed up for a mailing list just to get notified is a member. Anyone who is on our core teams are active members. So we actually have different definitions. We have members we have will we have members we have core team members and then we have our co-chairs and that's been defined by don't you have an office of diversity and inclusion or like somebody who governs across Yeah, yeah, so that's what I think the dni group needs to sell it asset some of

the the parameters for this and then speaking with the DNA group to see whether there's a different system resources that you can use as often. You can tie into your hris system and that really helps if you're able to do that where people can register through that and then you can dump the emails and could do it targeted. I'm so how about do? We have another question. We're going to be wrapping up in a few minutes. We have one right back here. Hi, Jennifer, Cody. Danaher Corporation. You touched just briefly I think on my question, which is we are trying to figure out engagement for our

remote employees and our field based Associates because we do have a lot of people that are not really in an office ever. They're not even really based out of a particular office. So we're trying to figure out how we can build community within that group. And and what kind of resources are going to be most useful to them. Do any of you have any insight into that or any experience you would offer in terms of engaging those remote or fieldays folks? The events that we've done that has

proved successful this by leveraging the technology that we have so many times we've had Advanced where members can participate to a WebEx and they can learn great tips about what are the do's and don'ts about the conversation that you should be having with your manager how your resume should look what are the tip for an interview forget things that are helpful if you or hear them here in the room or a recording except that we've done event. I cannot physically be in the room. I think it's been through

a different remote locations having a VC set up in that location is something that we've done for individuals may be working from home being able to do a playback. So maybe they couldn't attend at that time, but they can do a playback and then for at Gilman we have to make lunch yet stop switch. Open to everyone and that is I'm your broadcasted on our website. It's also on our social media and you're through like our Instagram and very active as well wear some of those tips or events are linked to their also. So we give opportunity for individuals to still benefit from the

education or the sharing of Intel while not being physically in the main office where the event is happening. I'm not going to share an idea with you, which it's just in my head. I still haven't started working on it is to create an ERG out of people who work remotely to go have common challenges. They have the common agenda as the old one visibility. They all want to meet for the seniors on the next job. They all want the flexibility, and goals common problems, you know, with a business plan proposed to your DNA team and set up. I don't know once a month once a

recorder, you know, your feet are swollen legs does a closest location, you know, all these people for working remotely. It's not a bad idea for them to come into the office once a month or once every couple weeks to find a time that works for everyone. Maybe lunch time do people want to come you two hours. They get there they finish today in the office, but I think forming an ERG would actually cater to you know, those people because while they do identify themselves of a certain ethnicity, I think they're their challenges have now moved to being a remote worker and they will need to

find themselves more with that then, you know if a certain ethnicity type An Indian for remote locations, it's important if there's events that actually take place there and it's not only being broadcast from the corporate headquarters. And so we have site leaders at each of our remote locations and often because if the spice small are you may not have representation across all of the ERG so you may have like a a dni Ambassador who kind of covers all that you are G-Eazy and then helps develop programming. That's that's local. So we're going to be wrapping up in a minute. I want

to should tell if you could just want to dance with the success story. You've talked a little bit about a really interesting project that you all helped with with respect to communication skills that I think was a really there's a big win in my opinion for an ERG and if you could just describe that and just a couple of the benefits and we get close on time. So if you do it quickly and then we're going to end with a wrap it I'll get everybody else cheat up. We're going to do just one quick do or don't to end the session. Okay, so I'm at Goldman for the Asian population. And we recognize

that there was a theme around communication skills and the Really the main problem or the problem statement was with the community being able to articulate with impact having presents Exedra. It becomes very important in a culture like Goldman Sachs. So what we identified was that the firm was actually in part of our investing part of the organization. Was funding a startup in Hong Kong on a company called Greek and it basically was a it was an it's an app where it's voice recognition. And it essentially what you do if you speak into this app, and

you may behave like a 2 minute speech that you say and it gives you all of the metrics around your tone how you enunciate and it compared you to there are goals I can or do you want to be the next head speaker Etc, but it allows you to have something that's more personal and that's on your phone that you could use. So what we said it is well Goldman is funding this organization out in Hong Kong. We know that are Asian population is I'm kind of struggling with this can we bring it to the population as a pilot and see how the actual app work? So we were able to successfully bring it

into our Network. It was a huge success and it actually got rolls out to our analysts class or a one-day to Because it's not just a skill that is you know, that's important for the Asian Community to focus on its for anyone entering the workforce. I need to be able to have presents impact and communicate with your with impact. So that was it a big win for us will start with you do or don't do is reach out and don't be shy that's going to get you to a different place from where you are

today. I need my biggest do is to keep learning from others. And I think that a lot of times we eat we can sometimes be very high load in the work that we're doing with her head down that can be very typical but putting your head up trying to find end of opportunities to learn and consistently be learning and spreading that you can be critical for all of our success. You don't need a title to be a leader. If you genuinely believe that something is going to add value and make a different speak up. If you're not her the first time pick up again and surround yourself with individuals who

make the time to get to know you and and and support you. Everything initiate and participate with passion. Don't treat this as a check the box exercise your interest in your engagement. So, thanks and enjoy the rest of the day here today.

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