Employee Networks and Resource Groups (ENRG’s)
Challenge
We recognize that the commitment of all TechnipFMC employees is required. There are challenges to engaging employees:
- Translating feedback into action
- Creating an effective mix of strategies
- Improving the onboarding process
Actions
TechnipFMC today has 10 ENRG’s. They continue to use their grassroots efforts to strengthen engagement, retention, and social responsibility:
- VALOR (Veterans & Advocates Leading Organizational Responsibilities) – U.S.
- XYZ (generations) – U.S.
- BOLD (Black Organization for Leadership & Development) – U.S.
- STRIVE (Supporting TechnipFMC Reach Its Vision of Equity) – Australia & Malaysia
- Parents Network – U.S.
- IDEA (Inclusion, Development & Equity for All) – U.K.
- EmPower Women’s Network – U.S., Brazil & France
- SAFE (Suporte, Acessibilidade, Fala & Equidade) – Brazil
- OPEM (Orgulho de Poder ser Eu Mesmo – Proud to be Myself LGBTQ+) – Brazil
- iPODER! (Provide Opportunities, Development, Engagement & Representation for Hispanic/Latino) – U.S.
Our ENRG’s are focused on supporting employees and fostering a sense of community. They do this through culture; community; company; and careers and are recognized and valued as an integrated business partner to the organization through the role they play in advancing business objectives.
Outcomes
These ENRG’s continue to be instrumental in engaging employees from various backgrounds and we promote them globally. They contribute in many ways:
- Encouraging meaningful employee engagement
- Development of future leaders
- Acting as a resource for attraction and retention of talent
- Sharing new ideas and perspectives for a changing workforce
Contact
Lamonica Spivey
Quote
We commit to do more in the area of Diversity & Inclusion across our organization, including:
Making TechnipFMC a trusting place to have complex, and sometimes difficult, conversations about diversity and inclusion by encouraging an ongoing dialogue and valuing openness; enhancing and expanding our unconscious bias education, so that we acknowledge, recognize, and work towards eliminating these biases; and broadening our Sustainability focus to create a TechnipFMC, at all levels of our organization, that reflects the gender, race, ethnicity, religion, sexual orientation or disability diversity of the communities in which we operate.
I am delighted to join the CEO action for D&I and look forward to working with industry peers in driving change.