000			02980cam a22003978i 4500
001			on1290722630
003			OCoLC
005			20240726104842.0
008			220103s2022 cau ob 001 0 eng
010			_a2021055808
040			_aDLC _beng _erda _cDLC _dOCLCO _dOCLCF _dOCLCO _dYDX _dMMI _dNT
042			_apcc
050	0	0	_aHD58 _b.P694 2022
049			_aMAIN
100	1		_aNayani, Farzana, _d1977- _e1
245	1	0	_aThe power of employee resource groups : _bhow people create authentic change / _cFarzana Nayani.
250			_aFirst edition.
260			_aOakland, CA : _bBerrett-Koehler Publishers, _c(c)2022.
300			_a1 online resource
336			_atext _btxt _2rdacontent
337			_acomputer _bc _2rdamedia
338			_aonline resource _bcr _2rdacarrier
347			_adata file _2rda
504			_a2
520	0		_a"This is the first authoritative book on building employee resource groups (ERGs) to empower underrepresented employees and positively impact DEI efforts within organizations and in society at large. Originating out of affirmative action policies, employee resource groups have evolved into powerful sources of employee activity and engagement that organizations have leveraged to support business goals. But ERGs can play a critical role in creating a more inclusive and just world while serving company interests. This book focuses on both how to manage ERGs effectively and why organizations should pay close attention to these groups as a source for innovation, belonging, feedback, and direction on tough issues and new company initiatives. It was Black and female ERG leaders who surfaced DEI problems at Uber and Google, and Asian ERGs helped Coca-Cola roll out a supply chain change to convenience store owners. Participating in an ERG could also help professionals of color advance their careers and increase diverse representation in leadership. Farzana Nayani provides foundational tools for starting ERGs and outlines the 5 Ps-purpose, people, processes, planning, and priorities-needed to successfully operate them. Unlike other ERG handbooks, this book is people-centric and socially conscious instead of being purely technical or existing in a vacuum. It also serves as a deeper call to action around how, with more effective ERGs, we can truly progress toward the DEI goals that we are all setting out to accomplish"-- _cProvided by publisher.
530			_a2 _ub
650		0	_aOrganizational change.
650		0	_aEmployee affinity groups.
650		0	_aDiversity in the workplace.
650		0	_aIndustrial management _xSocial aspects.
655		1	_aElectronic Books.
856	4	0	_zClick to access digital title | log in using your CIU ID number and my.ciu.edu password. _uhttpss://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=3017565&site=eds-live&custid=s3260518
942			_cOB _D _eEB _hHD. _m2022 _QOL _R _x _8NFIC _2LOC
994			_a92 _bNT
999			_c80484 _d80484
902			_a1 _bCynthia Snell _c1 _dCynthia Snell