I'm looking to start an executive advisory committee at my organization. This group will be responsible for providing feedback and influencing the direction of critical elements of our talent development strategy (e.g. - engagement surveys and action planning, executive and leader development, etc.). I'm curious if you have a group like this, and if so, what did you name the group and how do you leverage this group?
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HR Manager3 months ago
We named the group the Diversity Action Council. They are made up of cross-functional members of our organization so that we have a perspective from many facets of business. There are about 21 members, which is a little too large. In the future, I’d like to keep it to the original desired number of 12-15. The goal of the group is to support the DE&I strategy by producing initiatives that help to move the needle in a more inclusive culture, inclusive hiring, and inclusive talent management. The Employee Resource Groups help to deliver those initiatives through events and programs. We have 7 ERGs that focus on Community Outreach, Recruitment and Professional Development.HR Manager in Government3 months ago
Hey there, I have seen a few models of this. At my current organization, we are called the Employee Experience Office with the portfolio covering onboarding, employee engagement, diversity, awards/recognition programs, and talent related communications. Because there is so much variation in the program areas within this portfolio, the scope of how those are run varies. But specifically for employee engagement surveys, the team is responsible for analyzing the data from those surveys and then advising leadership on how to develop action plans to address that feedback.