Employee Resource Groups @ Unispace
Challenge:
We wanted to create inclusive spaces within our organization where underrepresented voices are amplified, and employees have access to a community that appreciates, supports, inspires, and mobilizes them toward the common goal of belonging.
Actions:
As part of our broader Diversity and Inclusion strategy, we have launched our first two Employee Resource Groups (ERGs): Women@Unispace (W@U) and Parents and Caregivers@Unispace (PAC@U). A member of the C-Suite serves as Executive Sponsor for each, and we have also established for each Global Leads and a Leadership Council. Together, members directly impact the course of Unispace’s DEIB program and our wider business strategy.
Outcomes:
Even in their first year, our ERGs are driving positive change across our business. Beyond creating global support groups that provide opportunities for our people (members and allies alike) to gather, share, and feel a sense of belonging, our ERGs are engaged in guiding and evolving our working practices and policies.
As was part of our original intent for our ERGs, we are pleased to see that our team members are increasingly activating their entrepreneurial approach to take ownership of current and future Unispace’s ERG work.
Our Employee Resource Groups are intended to be at the heart and soul of the employee dialogue at Unispace. What excites me most about ERGs is that you get out of them what you put into them, and I feel like we’re just getting started. I also really love that ERGs have the potential to help us identify talent; giving us a way to provide leadership opportunities as we create positive change within the business. Our ERGs can deliver rich insights which inform and influence us to do a better job of making sure everyone reaches their desired potential.