2021 Top 15 EMPLOYEE RESOURCE GROUPS OF THE YEAR
By Gloria Romano-BarreraHonoring the outstanding contributions and achievements of ERGs and BRGs, LATINA Style, Inc is proud to present the best ERGs and BRGs in the country. Launched in 2010, the ERGs and BRGs listed here (in no specific order) have successfully impacted both internally and externally, improving the company’s overall business.
Accenture Hispanic American ERG (HAERG)
Accenture’s Hispanic American ERG (HAERG) has approximately 3,600 members (400 more members than last year). Launched as the Hispanic American Interest Group in the late 1990s, Accenture’s HAERG mission is to provide an inclusive space that lifts members as they climb and amplify their voices within Accenture and its communities. HAERG membership extends across 31 chapters in the U.S, including the District of Columbia and Puerto Rico. In the last year, HAERG has expanded its reach outside of North America. A key part of what makes Accenture a great place to work is the unwavering commitment to inclusion and diversity. This can be seen in the ways in which the company supports the ERG. Members of the ERG are empowered to bring new opportunities and clients to Accenture. ERG members have ample opportunity through their professional memberships and community involvement to create new connections and opportunities for the company.
ADELANTE con DISH
With a mission to help all DISH team members realize their full potential, reach beyond their assignments and be assets in their communities, the vision for ADELANTE is to be the conduit for the advancement of members in the workplace while sharing and celebrating the Hispanic/Latinx culture. Established on September 1, 2020, ADELANTE con DISH (ADELANTE), a Hispanic/Latinx Employee Resource Group, has quickly grown. In just fifteen months, it has reached more than 2,300 employees through events and online activities. ADELANTE currently has 398 active members across our locations in the Continental United States, Mexico, Puerto Rico, and The Philippines. ADELANTE has designed and facilitated 49 Professional and Career Development events with an average of 88 employees in virtual attendance. This incredible engagement has been made possible by the dedicated work of a 33-member team designing, planning and executing each activity. ADELANTE will continue to help DISH beyond its First Birthday (9/1/2021) to identify priorities, break down barriers to influence change in the culture of the organization, support business projects and execute initiatives to attract, retain and develop Hispanic/Latinx talent at DISH Corporation.
Latin Diversity Network
American Airlines established its Latin Diversity Network (LDN) Employee Business Resource Group (EBRG) in 1997. Today, LDN has 18 active chapters in the United States and abroad. Nearly 3000 American team members and allies support LDN. LDN promotes the hiring, professional development, and advancement of Latin employees at American Airlines. The EBRG also enhances American’s global competitiveness and strengthens the airline’s image in the Latin community by promoting Diversity and Inclusion values and Latin culture. American’s LDN started as a small group of Latin/Hispanic employees who looked to help Spanish-speaking passengers with Customer services requests. This successful experience along with the implementation of Employee Business Resource Groups leads to a formal group that has grown for more than 20 years. Supported by senior leadership, LDN focuses on professional development, community service and business priorities. LDN partners with American’s Diversity, Equity and Inclusion (DEI) team, who shares American Airlines’ inclusion and diversity philosophy through education, training, recognition, and encouraging diversity of thought. Together, LDN and the DEI team create a productive and inclusive culture at American.
Bank of America
Hispanic/Latino Organization for Leadership & Advancement (HOLA)
Committed to making Bank of America the best place for Hispanic-Latino employees to work and grow professionally by inspiring and fostering an inclusive environment for all employees in support of the bank’s purpose and strategy, Bank of America’s ERG, HOLA, is open to all employees regardless of gender, ethnicity, age or position in the company. With more than 17,500 members, HOLA is proud to have broad representation across all lines of business and levels of the company, including mid-to-upper senior management, and over 230 Senior Hispanic-Latino Leaders. Being a diverse and inclusive company has been a long-time priority for Bank of America. The approach to diversity and inclusion starts at the top with CEO Brian Moynihan who chairs the Global Diversity & Inclusion Council (GDIC). By partnering with community organizations, Bank of America remains focused on not only creating a great place to work, but an environment where clients, employees and communities around the world can reach their goals and connect with each other. HOLA’s commitment to the community remained strong this year by providing assistance and resources virtually.
Established more than 20 years ago, Fannie Mae’s Hispanic ERG seeks to increase cultural awareness within the organization and to provide members with professional development opportunities. This community also fosters business partnerships to impact minority homeownership, employee recruitment and retention. Through various partnerships, Hispanic ERG, will further the company’s volunteerism efforts and presence in the Hispanic community. With a membership of over 300 in five states ERG membership includes employees at every level of Fannie Mae. Funded through the Office of Minority and Women Inclusion’s (OMWI). The Hispanic ERG is one of Fannie Mae’s 11 ERGs. These ERGs are employee-initiated and employee-led, and are fully supported by the company, through OMWI, which provides a budget, event planning support, compliance, and general advice on activities and events. The primary purpose of ERGs at Fannie Mae, including the Hispanic ERG is to serve as an internal resource for employees.
GM Latino Network (GMLN)
Founded in 1998, GM Latino Network’s mission is to serve GM and the Latino community by attracting, engaging, and developing Latino employees in support of GM’s strategic priorities. GM is on a mission to become the most inclusive company in the world and their ERGs are a driving force. ERGs are vital in helping create a sense of community and belonging at GM so that everyone can bring their most authentic selves to the work they do every day. Along with supporting and empowering their diverse communities through professional development, community engagement and volunteering opportunities, ERGs also do the crucial work of building allyship and advocacy by creating spaces for important dialogue and education across the broader enterprise. With an Executive Champion, GMLN has additional support from the highest level of leadership to help it drive awareness about the issues that are important to the community and to help recognize the contributions that Latinos are making to the company as it continues to innovate towards a future of Zero Crashes, Zero Emissions, and Zero Congestion.
Merck & Co.
With roots dating back to 1975, Alianza was formed as a grassroots organization of the Hispanic / Latino Business Insights RoundTable and in 2020, celebrated its 25th anniversary as a formal Employee Business Resource Group (EBRG). With 1,200 registered members, Merck’s ERG’s membership has increased by three-fold in the past two-and-a-half years. Alianza places emphasis on inclusion and providing a forum where employees can enhance their personal and professional development as well as offer a rich option of cultural and social activities. The EBRG’s key priorities are: career development, corporate responsibility and business insight collaborations. Members of Alianza are committed to make positive changes, be recognized for their accomplishments, take on new responsibilities and held accountable. The EBRG works to showcase the work of Hispano/Latino scientists in the company to help retain, develop, and expose Hispano/Latino talent in the company. Alianza members contribute skill and knowledge to develop innovative new programs, experiences, process and approaches preventing the negative effects of group-thinking, a constant that develops in homogeneous groups and that has been demonstrated that not only reduces but prevents innovation.
National Latino Alliance (NLA)
Nationwide’s ERG, National Latino Alliance (NLA), was established in 2006 as Raising Interest in Spanish Awareness (RISA) and served mainly as a networking group, while celebrating Hispanic and Latinx culture. In 2012, RISA transitioned to a formal employee resource group (ERG) structure and relaunched as NLA, implementing an emerging leader mentoring program. As a result, they began holding joint celebrations and employee development programs in Nationwide locations across the country. In 2016, a new board was elected, and the strategic framework evolved to better align with the enterprise diversity, equity and inclusion strategy and initiatives. With 637 members as of October 2021, NLA is open to associates and leaders, from a variety of demographics, business units and locations. NLA has chapters in 4 states (Arizona, Ohio, Texas, Iowa), and virtual members across the U.S. NLA provides its members with opportunities to network with leadership and associates, develop personally and professionally, volunteer in their communities, and participate in external events. Nationwide’s foundational core value is “We value people”; this value is embedded in NLA’s mission statement of “attracting, developing, promoting and retaining Hispanic and Latinx talent while fostering a culture of inclusion and diversity of thought to help drive business outcomes”.
Latin Heritage Leadership Council
Northern Trust sponsors 11 Business Resource Councils (BRCs) that provide tools and resources to support an inclusive culture that values and leverages DE&I to achieve and sustain superior business results. One of those BRCs is the Latin Heritage Leadership Council (LHLC) which was established in June 2006 to create opportunities that promote and develop leaders among employees of Latin Heritage and those with interest in Latin Heritage. LHLC promotes the diverse backgrounds of Latin Heritage employees at work and in the community as well as establishes programs to broaden career opportunities. LHLC has active representation at the BRC Advisory Council which comprises all BRC leaders who work together on addressing what’s important to the organization. Additionally, they bring issues to the forefront and work with key stakeholders on impactful strategies through continued discussions and planning. With a view into enhancing the organization’s capabilities, LHLC strengthens leadership skills through efforts supporting the corporate priorities. Efforts include internal and external training and development that enhances career advancement and work experience. Using an innovative approach, the LHLC consistently delivers on initiatives that address what is important to the ongoing success of Northern Trust and the career growth of all employees.
Pratt & Whitney
Hispanic Leadership Forum
Pratt & Whitney strives to provide an environment where employees from all backgrounds are valued, respected, and rewarded so that they can achieve their highest potential personally and professionally. P&W’s Hispanic Leadership Forum (HLF) is critical in bringing this vision to life while simultaneously driving business results. Established in 2002 with 700 members across the U.S., the HLF is a self-empowering support system organized to address all opportunities to help Pratt & Whitney attract, develop, support, and retain Hispanic professional talent. The Hispanic Leadership Forum also seeks to strengthen the bonds within the Hispanic community where Pratt & Whitney employees work and live. The HLF strongly values innovation and believes that inclusion powers innovation. HLF’s value to Pratt & Whitney both boosts the organization’s ability to foster a climate of inclusion and provides a competitive advantage through innovation.
State Street Corporation
Latin American Professionals Group
Established in 2006 with over 500 members located in Massachusetts, New York, California, Brazil, Luxemburg, Poland, and Australia, the Latin American Professionals Group (LAPG) aims to develop, empower, inspire and build on the professional capacity of our members by providing programs and initiatives that create experienced leaders, establish partnerships, promote community projects and participate in shared social issues. Its members are representatives of an inclusive network that encourages any employee regardless of their age, ethnicity, gender, religion, or professional levels to embrace our differences and deliver business impact. As a global organization, State Street is moving to transform the work culture to one that is more efficient and would help the decision process for our clients and community to become high performing organizations. As a result, the company has rapidly adapted technological tools to help shape and cut through an immense amount of data quickly. To ensure its members could compete and remain relevant, the LAPG launched a series of data visualization workshops. Beginning with introductory classes for basic knowledge of data visualization, and followed by more specialized sessions.
Established in April 2018, the SOMOS Office Depot ERG consists of over 230 members across the U.S., Mexico and Puerto Rico. SOMOS Office Depot’s mission is to bring Latino/Hispanic associates and allies together to encourage positive change, strengthen the company’s culture by promoting the Office Depot brand, and supporting the organization’s critical priorities by connecting with Latino/Hispanic markets and the communities that the company serves. SOMOS members embrace Office Depot’s 5C Culture, focusing on Customer, Commitment, Change, Caring and Creativity. SOMOS continues to champion, drive and contribute to reinforcing each 5C through its D&I initiatives. SOMOS and other Office Depot ERGs have representation on the company’s Diversity and Inclusion Council and ERG Leads Committee. This allow ERGs to be part of the D&I conversation, serve as advisors to the business, and provide a forum to voice concerns and suggestions related to D&I, as well as promoting a diverse workforce across all levels in the organization.
Southern California Edison
Latinos for Engagement, Advancement and Development (LEAD)
Founded in 1992, LEAD serves as a resource for 1,141 SCE employees to achieve their full potential, drive awareness of Latino’s contributions, and support SCE’s business objectives. LEAD aims to grow as an influential and strategic partner to SCE through positively impacting employee: Development & Advancement; Community Outreach & Involvement; and Engagement & Retention. LEAD supports SCE’s inclusive diversity efforts by engaging, connecting, and driving initiatives for both Southern California Edison employees and the communities it serves. This BRG delivers workshops and sessions to employees to address goal-setting, personal, professional and leadership development and resume and project management skills development. LEAD has sponsored community outreach activities to benefit non-profit organizations, including Adelante Youth Alliance, Boys & Girls Club of Greater LA, Active San Gabriel Valley (ASGV), and many other worthy organizations. After 30 years, LEAD continues to evolve and expand its activities, focusing on culture, commerce, careers, and community.
Union Pacific Railroad
Latino Employee Network (LEN)
Established in 2005, the Latino Employee Network’s mission is to recruit, retain and develop Latino employees to help them achieve personal and professional success. LEN will engage Union Pacific’s Senior Leadership on strategies that raise awareness of issues affecting the Latino community, fully integrate Latino employees to the UP culture and utilize the potential of its members. With members located in 23 states across the country, LEN offers various opportunities to help members build relationships, develop skills in decision-making, communication, and project management. LEN provides leadership roles and fosters professional development outside of employees’ daily work roles. Furthermore, LEN members are leaders in community engagement; making a difference that directly impacts our community through volunteerism and community outreach initiatives. LEN is instrumental in helping the company nurture a diverse and inclusive workplace where all employees can be their best. They directly impact business objectives by promoting collaboration and teamwork. LEN helps UP build understanding of cultural awareness issues and celebrating Latino history. LEN helps UP be the employer of choice by attracting, onboarding, developing, engaging, and retaining our diverse workforce.
Hispanic & Latino Connection
With a mission to empower and develop Latino leaders at Wells Fargo, educate employees on Hispanic marketplace opportunities, and build its reputation as one of the world’s great companies among Hispanic communities, Hispanic & Latino Connection consists of a virtual chapter and 48 local chapters and consists of 14,200 active members across the United States. Established in 2009, its reach includes the top 20 U.S. metro areas and consists of a sizeable virtual chapter to ensure accessibility and influence across the entire footprint. Building and sustaining a diverse and inclusive culture where all employees feel valued and respected for who they are and their unique skills and experiences is essential to Wells Fargo. As a company, the goal is to embrace and promote diversity and inclusion in all aspects of the business, which is essential to engaging its team members, customers, communities, and shareholders. Latinos are the largest minority at Wells Fargo, accounting for 18.1% of the total employee population. Additionally, for more than 160 years, Wells Fargo has had the honor of helping generations of Latino families grow and is committed to seeing the Hispanic community continue to achieve financial prosperity.
Founded in 2016, Alleanza has an estimated membership of 35 members. Operating in major markets across the country, Alleanza’s mission is to promote diversity at Barilla America and contribute to an inclusive culture for all employees. Its goals include: Provide support and encouragement so Black and Latinx employees can bring their full identities to work. Provide opportunities for all employees to engage in deep conversations about how Blacks and Latinx experience “otherness” in ways that may not be obvious to everyone. Provide insight and support to HR’s diverse recruiting strategy and execution, and engage in community outreach to positively influence the image of Barilla in minority communities. Barilla’s six U.S. ERGs, including Alleanza, are key components of Barilla’s diversity, equity and inclusion strategy.
Kaiser Permanente Latinx Association (KPLA)
Kaiser Permanente Latinx Association, KPLA, was established in 1991 in Oakland, California by three visionary Latinx leaders who desired to establish and operate a BRG of Latinx MDs and employees seeking professional development and a sense of Belonging KPLA was created. With a membership of over 2,000 members across Kaiser Permanente national enterprise, KPLA is aligned with Kaiser Permanente’s mission of providing high quality, affordable health care. KPLA strives to promote accessibility, health equity, and culturally responsive care for members and the diverse communities it serves. KPLA ensures national priorities are aligned with enterprise/national Equity Inclusion and Diversity objectives, and local delivery of programs, initiatives and strategies which are supported and guided by their regional BRG governing councils.
Pacific Gas and Electric Company
Latino Employee Resource Group
Established in 1984 with 949 members, the Latino Employee Resource Group (ERG) is an organization of dedicated employees committed to personal development, company success and community well-being to build a better California. The emphasis is on leadership development, quality service, youth achievement and appreciation for cultural diversity. The Latino ERG collaborates with several community-based organizations to serve the Latino Community. The Latino ERG also provides members the opportunity to interact and learn from leaders (internally & externally) to further enhance or develop a skill set. The Latino ERG serves as a focus group for the Talent and Acquisition team that recently revamped the company’s careers page to be more reflective of the hometowns it serves.