Employee Resource Groups (ERGs)
As featured in 
Enable Your Hispanic ERG into a powerful Advancement Platform that becomes a legitimate resource for business innovation and growth by activating its members' voice and authentic talent & identity.
Hispanic ERGs must become smarter about defining what they are ultimately trying to accomplish for themselves and the business, and then create a metric to enforce accountability to assure their objectives are being measured and attained. ERGs are only as effective as the overall commitment of their members and the incremental benefits they receive for their participation. ERGs must view themselves as a formidable value-added extension (think-tanks) of the organization. They must be focused on defining a value proposition that is more strategically aligned to seeing and seizing business innovation and growth opportunities that are directly related to one's cultural, gender, sexual-orientation and societal identity. ERGs must become more deliberate in how to enable unique thinking into points of view and perspectives that translate into corporate growth objectives and initiatives across channels, brands and business units.
Beyond the call of duty to impact and influence organizational business goals, ERGs must remain continually focused on building a talent pipeline, increasing representation and inclusiveness (that includes expanding the role of executive sponsors), and advancing their employer of choice efforts for Hispanic talent.
To address these issues and others, ERGs are now being utilized to advance affinity awareness and best practices via cross-collaboration amongst ERGs within the organizations they serve and externally with other organizations – so that collectively and together ERGs can advance their goals and objectives.
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Consider these two questions as you and your organization make the commitment to enable your ERG into a powerful advancement platform where talent and business development interconnect and build upon one another:
How can your Hispanic ERG better influence corporate growth and unlock opportunities for business by giving their Hispanic leaders and consumers a voice? How can your Hispanic ERG begin to change the conversation to positively influence Hispanic leadership advancement and its broader impact on the recruitment, engagement and building of a workplace culture that is most favorable to Hispanic talent? |
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CHL's ERG Advancement Model (figure 1) was inspired by the founder of Center for Hispanic Leadership, Glenn Llopis, and his best-selling book, Earning Serendipity – 4 Skills for Creating and Sustaining Good Fortune in Your Work, which features the four opportunity mastery skills. These skills – seeing, sowing, growing, and sharing opportunities – allow you to best enable your Hispanic and Non-Hispanic employees to maximize their ERG impact and influence across the following core areas for advancement as defined by CHL (figure 2): |
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Hispanics are naturally wired to apply and achieve a balanced proficiency of the four Opportunity Mastery Skills when CHL's six natural characteristics that define Hispanic talent – and that derive from our cultural heritage and inherent tendencies – are channeled correctly and consistently to help us discover our authentic leadership. CHL's six natural characteristics are as follows:
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Placida Gallegos, Latina Empowerment
Hispanic Training Center
CHL on Univision's Primer Impacto
Es Tiempo Para Avanzarnos
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