Employee Networks and Resource Groups

Organisations across all sectors are increasingly recognising the vital role that employee networks can play in embedding an inclusive culture With the right structure, well defined business objectives and a clear line of sight to the organisation’s Equality, Diversity and Inclusion (EDI) strategy, employee networks or resource groups as they are sometimes called, are a valuable business asset.

EMBED’s consultants have been involved in creating and running successful employee networks representing all protected characteristics, including disability, gender, carers, LGBTQIA+ and faith for over 20 years. We understand the challenges network stakeholders face, including potential network chairs and we have seen what a successful network can achieve.

Whether you are in the process of setting up a brand new network or resource group, you're looking to refresh an established network, or you need a constructive, critical friend to test out new ideas with, find out more about our 3 core network offerings below.

Employee Network Support Service

Establishing a New Employee Network

Knowing where to start on the journey to creating a successful and powerful employee network can be overwhelming. At EMBED, we have a range of tools to support you as you begin your journey, whether you are launching a single network or number of networks to support employees from diverse backgrounds Some of the areas we would touch on as you begin your journey may include:

What is the driver for setting up the network?
Is it employee or business led?
Is there a network blueprint already in existence within your organisation?
Are you likely to have support from a senior sponsor?
Does the network have agreed funding in place?

Audits For Established Employee Networks

If your organisation already has an employee network(s) and wants to evaluate how effective and successful the network(s) is/are, an audit of your networks is the place to begin. The duration of the audit will depend on the size of the organisation and the number of networks and would include a review the following areas:

Terms of Reference and Governance
Objectives of the network(s)
Alignment with the overall business EDI strategy and values
How the network attracts and retains members
Role description for Chair and Committee Members
Role description for Sponsors/Champions
Engagement with Stakeholders, including HR, Sponsors/Champions, H&S, Facilities and other networks
Communications and Marketing Involvement with Product Development

Once the audit has been completed, a playback report will be submitted with all the findings together with recommendations for next steps.

Coaching for Network Chairs and Key Stakeholders

Being the Chair of a network can be both rewarding and isolating. It’s usually a role that is done in addition to the 'day job'. Finding the time to do both can be overwhelming. Our consultants all have first-hand experience of being chairs of networks and working with networks and understand the challenges as well as the opportunities the role can bring.

Coaching can be a great way to provide support for people involved in running networks, whether it’s the Chair, the Sponsor/Champion or HR professionals with responsibility for the organisations employee networks.

We can provide one-off coaching, a package of 6 or 12 one hour sessions or a roundtable session with members of the network.