2-What is not a typical function of an employee resource group in a workplace? 3-Summarize the case study in 4 sentences.
Companies that emphasize racial and ethnic diversity are shown to perform better! In this case study, we will look at how to achieve the goal of effective inclusion, using the Ford Employee African-Ancestry Network (FAAN) as an example.
Chasing a Dream
Tyrell had a dream. He loved to tinker - to take things apart and put them back together better than they were before. More than anything, he wanted to be an engineer and find ways to build things to help people.
That wasn't going to be easy. He was the oldest of four children, and his mom was raising them by herself. Tyrell took all the science and math classes available and read every book in every library he could access, besides using the computers at school to print articles off to bring home. Affording college seemed an unlikely hope, though.
Then one of Tyrell's teachers told him about a program that helped high school students take STEM classes on Saturdays at local college campuses. He was excited to sign up! While attending the classes, Tyrell found out he could be part of an annual career summit and apply for a summer internship at Ford Motors.
Building Diversity from the Ground Up
Tyrell's new world of experiences was supported by the Ford Employee African-Ancestry Network, the oldest of Ford Motor Company's employee resource groups. Ford's ERGs were developed as collaborative alliances backed by the corporation to provide a support network for workers. Specifically, FAAN's stated goals include the development, recruitment, and retention of high-level African American employees. Its projects within the company include continuing education, mentoring, counselling, and a standing open door for dialogue with the company's managers.
FAAN doesn't just work within its corporate walls, though, and that's where Tyrell comes in. One of the best ways to get and keep great employees, be they from minority groups or not, is to develop them. When Tyrell attended the career summit, he was thrilled to meet several FAAN members. For the first time, he was seeing people who looked like him, doing the things he dreamed of doing, they were excited by his ideas and promised to help.
Tyrell Moves Forward
Tyrell was already a good student, but when he learned he might be eligible for a United Negro College Fund scholarship that would allow him to achieve his college dream, he threw himself into his studies! FAAN helped sponsor fundraisers for the scholarships, and the day Tyrell learned he had been awarded one was the happiest day of his young life.
Throughout his college years, Tyrell stayed in touch with the FAAN members he had met at the career summit. They became a sort of unofficial mentoring and support group for the young man; he called them when he had questions, was worried about tests, or just needed an ear. On graduation day, Tyrell looked out at the audience in the college auditorium. There sat his mentors alongside his family. His mom and grandfather looked so proud Tyrell walk across that stage was immeasurable, and he was determined he would not let any of them down.
Paying It Forward
With his excellent grades, Tyrell had many job opportunities to choose from. He took his time and visited several companies. Some seemed to just pay lip service to racial and ethnic inclusion - a closer look revealed there weren't many diverse employees in higher management. At others, a chat with employees or a check of online reviews revealed not much support geared specifically to the needs of minority groups.
Finally, Tyrell decided to take an engineering position with his mentors at Ford Motors. He became a member of FAAN and discovered all the help he had access to as a newcomer. When he worried, he wasn't measuring up, he could turn to one of his old mentors or ask a counsellor to lend a hand. He kept abreast of new developments in his field through the professional seminars FAAN offered.
As Tyrell gained years of experience and seniority, he found himself moving into leadership positions. A new employee came to him with concerns about unconscious bias when a co-worker made a comment that expressed an unintended attitude of prejudice. Through FAAN, Tyrell was able to take this co-worker up the chain of command and have him addressed properly.
The first time Tyrell attended a career summit as a potential mentor, he was almost as excited as he had been as a student. Seeing those bright young faces was like looking into the future, and he was thrilled to pass along the knowledge he had learned and help the next generation continue to expand the diversity of the world of work. Tyrell was thrilled to pass along the knowledge he had learned and help the next generation continue to expand the diversity of the world of work.
2-What is not a typical function of an employee resource group in a workplace?
3-Summarize the case study in 4 sentences.
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