Enterprisebusinessresourcegroups(Brgs)

2018NASPEAWARD

InnovativeStateHumanResourceManagementProgram

“EnterpriseBusinessResourceGroups(BRGs)”

Summary:

ThestateofWashingtonEmployeeResourceGroupsfirstcameintorealizationin2012.Beforethat,ahandfulofstateagenciesmaintainedtheirowninformalaffinity,focus,andnetworkinggroupsbutnothingestablishedorequippedtosupporttheentireworkforceandhelppushpolicyenterprise‐wide. OnceExecutiveOrder13‐01(VeteransTransitionSupport)wasenacted,ourfirstformalEmployeeResourceGroup(ERG),theVeteransEmployeeResourceGroup(VERG),gainedimmediatetractionandwasrecognizedasthevehicletohelpintegratetheexperience,values,andknowledgeofbothveteransandtransitioningservicemembersinWashingtonstateemployment. Thisnewgroupformationresonatedacrosstheenterpriseandalthoughitsexistencewascalledoutbyanexecutiveorderwithimplicitexpectationsforagencysupportandresources,theinitialmembershipdriveresultedinanabundanceofpassionateandcommittedstateemployedveteransandalliesinjustafewshortweeks.Asthegroupmatured,webeganbuildinguponthesuccessoftheVERGanditsimpactonculturalchange,producingdeliverables,andmeetingagencyobjectives.Decisionsweremadein2017totransitionthisgroupandotherresourcegroupsgoingforwardfromtraditionalEmployeeResourceGroupstotheBusinessResourceGroup(BRG)methodology–thesegroupsdrivebusinessandinvokeagreaterexpectationfordirectalignmentwithourstate’sbusinessobjectives.FournewBRGshaverecentlyemerged.Weexpectmoretocomeastheuntappedpotentialofthesegroupsareacriticalstrategyforsupportingdiversity,equityandinclusionwithinourstateworkforceandforhelpingWashingtonstategovernmentachieveourgoalofbecomingan‘EmployerofChoice’!

1.Briefdescriptionofthisprogram:OurBusinessResourceGroups(BRGs)arestateemployeeled,self‐directedvoluntarygroupsthatofferopportunitiestonetworkinternally,attractadiverseemployeebase,providetheinclusionofideasandsolutions,createopportunitiesformentoringandcareerdevelopment,andallowthevoicesofouremployeestobeheardresultinginamorediverse,equitableandinclusiveworkforce.Althougheachgrouphasanexecutivesponsor,alloperationsaredonewithoutanyallocatedbudget.ThestateofWashingtonlauncheditsveryfirstEmployeeResourceGroupin2012knownastheVeteran'sEmployeeResourceGroup(VERG).Sincethen,four(4)moreuniquelydifferentandmeaningfulBRGshaveeitherbeencreatedandrolledoutenterprise‐wideorareonthehorizontoofficiallybecomeaBRGthiscalendaryear.TheyaretheRainbowAllianceandInclusionNetwork(RAIN),WashingtonImmigrantNetwork(WIN),PeoplewithDisabilities,andtheLatinoLeadershipNetwork(LLN).The followingaretheiruniquemissions:

VERG:Helpintegratetheexperience,values,andknowledgeofbothveteransandtransitioningservicemembersinstateemployment.TheVERGprovidesadviceandassistancetostateagenciesonveteranrecruitment,retention,anddevelopmentstrategiesinaccordancewiththeGovernor’sExecutiveOrder13‐01.TheVERGassistsstateagenciesinsupportofcurrentstateemployeeswhohaveservedasmembersofthearmedforcesthroughrecognition,resourceidentification,andmentorship.TheVERGisalsointheprocessofcollaboratingwithmilitaryspousestoaddress issues related to obtainingandretainingfulfillingstateemployment.

RAIN:Theirpurposeistopromotediversityandinclusionintheworkplaceandcreate bestpracticesforstateworkerstoensurethatWashingtoniansintheLGBTQ+communitycanlooktopublic‐facingstateofficesassafeandsecurespaces.

WIN:Thisgroup’sgoalistoexpandopportunitiesforimmigrantswhoarecurrentandfuture

employeeswithinWashingtonstategovernment.Servesasaresourceforallimmigrantswhoarestateemployeestoconnect,share,andeducateeachotherandWashingtonstateagenciesontheskills,expertiseandculturalvalueofadiverseworkforce.

LLN:Thisgroupwantstocreateaworkforcethatreflectsthepopulationsthatweserve,atall

levelsofstategovernment,inordertobetterservethecitizensofourstate.

PeoplewithDisabilities:ThePWDBRGisournewestBRG,theywanttoengagetheexperience,

Valuesandknowledgeofpeoplewithdisabilitiesinstategovernment,promotinguniversalaccess,andcreateanenvironmentwherepeoplewithdisabilitiescanfullyparticipateinallaspectsoftheworkplace.

2.How longhasthisprogrambeenoperation

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3.Whywasthisprogramcreated?BRGsofferourstateemployees,camaraderie,andconnections,givingthemasenseofbelonging.Moreover,theypromoteapositiveworkplaceculturewhereemployeeswithdifferentbackgrounds,lifestyles,andabilitiesarerespected,haveequalrights,andaregiventheopportunitytosucceed.Werealizedthatinitiativeswhichfocusonrecognizingandrespectingthetalentsandcontributionsofallemployeesincreasesmoraleandmaximizesretentionandproductivity,all the while enhancinggrowthanddevelopmentopportunities. These critical factorsimpactourmissioninservingthepublicandhelpto makebetterpolicyandbusinessdecisions.

4.HowareBRGsnewandcreative?Firstandforemost,weareunawareofanyotherstategovernmentsthatcurrentlyhaveasuiteofstatewideBRGsaswedoinWashingtonstate.Althoughwearepleasedtobeoneofthefirstandproudtobepioneersinstategovernment,weseeanopportunitytosharethisbestpracticewithotherstategovernmentssotheycanbenefitfromourexperience.Multipleprivatesectorcompaniesandorganizationshavealreadymadethisapriorityinmanydifferentindustriesandarenowreapingthevalueandbenefitsofsuchendeavors.OurBRGsroutinelystrategizeinfindingcreativewaystoenhancetheskillsorprovideopportunitiesforprofessionaldevelopmentofgroupmemberssotheyaremoreproductiveandcontinuetogrowwithinourleadershipranks.Thisincludesdeterminingoureffectivenessinrecruitment,retention,andengagementofstateemployeesandpotentialemployeeswhosharetheidentityofthatparticularBRG. In addition, these BRGsareopentoallemployees,notjustthenamedcommunities. These efforts ensurethatthefocusofthesegroupsengageinactivitiesthathavedirectimpactonstatebusinessobjectivesandbrandingactivitiesinourdrivetobeanEmployerofChoice.

5.BRGsstart‐upcost:BRGsdonothaveamonetarystart‐upcost.In‐kindsupporthasbeenprovidedfrompartneringstateagencies,executivesponsorship,employeesandvolunteers.

6.BRGsoperationalcost:BRGsdonothaveamonetaryoperationalcost.In‐kindsupporthasbeenprovidedfrompartneringstateagenciesandexecutivesponsorship.

7.Howisthisprogramfunded?Thereisnotarequirementtofundthisprogramatthistime.

8.DidtheBRGsoriginateinWashington?Yes.

9.Aretheresimilarprogramsinotherstates?Weareunawareofidenticalprogramsinotherstates,althoughmanyprivatesectorcompaniesandsomecityandcountygovernmentshavesimilarprogramsinvariousstages.

10.MeasuringthesuccessofBRGs:We'veincorporatedand/orstrategizedanumberofkeymeasurementsthatwecurrentlydeployorhopetouseinthenearfuture:

*Trackingthenumberofcommunity events and participantsparticularlyifthegroup’sgoalistoincreaseinvolvementbetweenthestateandourcommunity.

*TrackingthenumberofpresentationsgivenbyBRGmembersatdiversity‐focusedconferencesandmeetings.

*TrackingthenumberofBRGmembersinvolvedinamentoringprogram.

*TrackingemploymentreferralsgivenbyBRGmembers.

*RecruitingmembersfromBRGstogotocareerfairs,visitcollegesandthencalculatingthereturnoninvestmentfromtheirparticipation.

*ComparingemployeeengagementandretentionofBRGmemberstootheremployees.

11. HowhaveBRGsgrownorchangedsinceitsinception?We havecomealongwaysincetheinceptionof the firstBRG!The'VERG'hasbeenthe'flagship'inwhichwe havemodeledformostourotherBRGventures.Ithasnotbeenaneasyroadandwe havecometorealizethatstrongplanning,solidexecutivesponsorship,andtaking'babysteps'isparamount.We havefoundthebestandmosteffectivewaytoundertakeormaintainnewBRGinitiativesisbylearningfromthesuccessofothers.We havetakenmanyofthechallengesandsuccessesofthepastandhaveestablished bestpracticesintheformofa BRGtoolkitthatencompassesstepsonhowtostart,implement,andmaintainenterpriseBusinessResourceGroups.Thisvaluabletoolkitwillbeusedforthestartupofthesegroupsandasaguidelineforourcurrentgroups.

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