Building High Performing Disability Employee Networks - Insights from NZ Disability Employers Network Conference 2021
PurpleSpace, a network established in 2015, empowers employees with disabilities by providing resources, webinars, and connections. They lead initiatives like #PurpleLightUp to celebrate disabled employees' contributions. The future envisions a shift through phases of change - starting with rights-based legislation, followed by employers enhancing policies, and culminating in employees building communities for career advancement within high-performing ERGs/networks.
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Presentation Transcript
Creating high performing disability employee networks and resource groups NZ Disability Employers Network Conference 2021 Disability Inclusive Pathways Building disability confidence from the inside out
PurpleSpace: what we deliver Established in 2015 following the book Secrets & Big News 1,300+ members across 160 + organisations estimated reach of over 500,000 employees with disabilities Access to on-line hub, skills development in running networks / ERGs, webinars, podcasts, peer-learning sessions, publications, toolkits & connections
PurpleSpace: what we deliver (continued) Innovation and collaboration space supporting employees to bring their authentic selves to work (building a new narrative) Key working groups of the game-changers : developing strategy in how to build a better working world for disabled employees Lead #PurpleLightUp: global movement to celebrate the economic contribution of employees with disabilities (as a mark of respect to IDPD on 3rd December)
The future is already herethree phases of change Phase One Phase one Rights based legislation
The future is already herethree phases of change Phase Two Phase two Employers create better policy, practice and procedure
The future is already herethree phases of change Phase Three Phase two Employees with disability build community and create meaningful conversation about how to get ahead at work. High performing disability ERGs/networks are at the vanguard of this change
The future is already herethree phases of change Phase one Phase two Phase three Rights based legislation Employers create better policy, practice and procedure Employees with disability build community and create meaningful conversation about how to get ahead at work. High performing disability ERGs/networks are at the vanguard of this change
The value employee networks: building disability confidence from the inside out Saving time in the quest for cultural change by building communities & a more realistic narrative about the experience of disability
The value employee networks: building disability confidence from the inside out Supporting allies & champions to get excited and engaged in the process of building a better working world
The value employee networks: building disability confidence from the inside out ERG leaders & communities across the world connecting to share, challenge, build a fresh approach to creating sustainable change
The value employee networks: building disability confidence from the inside out Supporting executive team to understand the lived experience and develop a shared agenda for change
The value employee networks: building disability confidence from the inside out Saving time in the quest for cultural change by building communities & a more realistic narrative about the experience of disability Supporting allies & champions to get excited and engaged in the process of building a better working world ERG leaders & communities across the world connecting to share, challenge, build a fresh approach to creating sustainable change Supporting executive team to understand the lived experience and develop a shared agenda for change
Themes from high-impact ERGs / networks REVIEW Annual review and continuous improvement They take a maturity model approach to development @mypurplespace
Themes from high-impact ERGs / networks PURPOSE Equal focus on micro (inner) barriers than macro (organisation) barriers Support the organisation s wider disability/D&I objectives @mypurplespace
Themes from high-impact ERGs / networks LEADERSHIP Simple governance structure and assign individuals to tasks Work hand in glove with executive sponsor @mypurplespace
Themes from high-impact ERGs / networks STAKEHOLDERS Create exciting conversations appropriate to the business (people with disabilities & champions) Mutually beneficial relationships with key functions (e.g. HR / D&I Leads / ICT etc) @mypurplespace
Themes from high-impact ERGs / networks STRATEGY Aligned to wider strategic aims of the business Operate like a vehicle not a service do not undertake case management Focus on sticking to a short list of well-defined objectives (e.g. running a story-telling campaign / setting up an allies programme) Create & promote know-how about developing inner confidence Communicate, communicate, communicate! @mypurplespace
Themes from high-impact ERGs / networks REVIEW Annual review and continuous improvement They take a maturity model approach to development PURPOSE Equal focus on micro (inner) barriers than macro (organisation) barriers Support the organisation s wider disability/D&I objectives LEADERSHIP Simple governance structure and assign individuals to tasks Work hand in glove with executive sponsor STAKEHOLDERS Create exciting conversations appropriate to the business (people with disabilities & champions) Mutually beneficial relationships with key functions (e.g. HR / D&I Leads / ICT etc) STRATEGY Aligned to wider strategic aims of the business Operate like a vehicle not a service do not undertake case management Focus on sticking to a short list of well-defined objectives (e.g. running a story-telling campaign / setting up an allies programme) Create & promote know-how about developing inner confidence Communicate, communicate, communicate! @mypurplespace
Get in touch hello@purplespace.org purplespace.org @mypurplespace facebook.com/mypurplespace linkedin.com/company/purplespace @mypurplespace
