1. Textual Healing:
Forming a Virtual ERG

2. Overview Why a Virtual ERG? Development Recruitment Newsletter
Future Initiatives
Q & A

3. Why a virtual ERG? ERG Benefits: Opportunity for volunteerism
Ability to exercise reputation building strategies
Safe space to interact with others

4. Why a virtual ERG?
Northrop Grumman has offices, customer sites, and remote work opportunities in 27 countries and all 50 states.
A virtual ERG is not contingent on the immediacy of a localized ERG.
Opportunity to build a presence at his or her site if one is lacking.

5. PrIDA Info PrIDA chapters: 15
Out of 12 ERGs, we are # 7 on the list with the most chapters
Have an estimated members across the company
Annual Pride Month event for the enterprise
Multiple chapters that do their own local Pride Month events
Count Me In – self ID initiative to provide opportunity to show strength in number of employees
Pride Parades: DC, Los Angeles, Dallas, etc.
CEO letter to AZ and NC governors
Transgender Toolkit for employee, manager and team
SEM support letter to ERGs regarding Orlando

6. Development Laying the Foundation Corporate relations Hurdles
Find an executive sponsor
Corporate guide in place or an existing guideline
What are the guidelines to start one
Showing the Value add
Solutions
Ally support
Take advantage of executive support
Promotion of Company Awards won to leverage
HRC Index
Consult with Other ERG Chairs/Presidents
Promotion at enterprise wide events (mentioned last year at O&E Summit in Dallas-NG Event)
Show of hands for those that have current ERG inclusiveness
Show of hands for those with no engagement
HURDLES
Executive Sponsor
Someone who will petition on your behalf when it comes to funding, promotion in executive circles.
Director/VP Level, could be an ally as well
Corp Guide: Research in your current ERG on what may already exist, no need to create the wheel
Guidelines to start one up: NG STORY, A petition was started (talk about story at D&I conference had CEO sign) what is the number of minimum signatures? 15 to stand it up, CEO 2nd person to sign , enough space on the form for over 100, took advantage of all the VPs as well to sign
Value Add:
Supporting the company’s vision, values, goals and strategic direction
Building strong links to the local communities
Strengthening communications and connections between and among employees and within the company
Providing leadership and professional development programs for their members
Enhancing diversity awareness
Assisting the company in its recruitment, on-boarding, and retention efforts
Solutions
Partner with your allies to help promote your group
Leverage every opportunity when you meet with your mgmt. team and/or executive leadership
Promote AWARDS won: “Congratulations! The National Business Inclusion Consortium (NBIC) would like to congratulate [NGC] for earning recognition as one of the inaugural 2016 NBIC Best-of-the-Best Top 30 Corporations for Inclusion!
The Wall Street Journal: Big Business Speaks Up on Social Issues -. Now, executives say it is far more risky to stay silent on issues such as gay rights.  As legislative battles brew in North Carolina, Tennessee, Mississippi and Georgia over gay and transgender rights, companies such as Dow Chemical Co., Alcoa Inc. and Northrop Grumman Corp. have waded into the fray, lobbying elected officials and publicly condemning measures seen as discriminatory.”--Peters, M. and Silverman, R. (2016, April 17)
The CEO and Founder of Out and Equal, Selisse Berry, wrote a piece in The Advocate and mentioned Northrop Grumman.
For the past 20 years, I have worked with the world’s largest corporations to create diverse and inclusive workplaces. After years of partnership with Out & Equal, the top four U.S. defense contractors, Lockheed Martin, Northrop Grumman, BAE Systems, and Boeing all include gender identity and expression in their nondiscrimination policies, and all have a steadfast commitment to global LGBT workplace equality.  I am proud of their leadership and applaud the Department of Defense for joining these companies in a commitment to full LGBT inclusion.
Human Rights Campaign –
Best Places to Work for LGBT Equality – 2016
Northrop Grumman Earns 100% Score in HRC 2016 Corporate Equality Index (and in 2015)

7. Development Site relations Hurdles Demographics Corporate Visibility
Leadership corporation
Solutions-Virtual Presentations, Lync, Skype, etc
Lunch and Learns on advantage of ERG membership
Call to action for a joint cause

8. Recruitment Critical Lunch and Learns Membership Drives
Out or anonymous membership
Professional Development
Cross ERG partnerships
Challenges
Lack of exposure
Demographics and sociopolitical variables
Getting leadership teams on board
Critical
Fully engaged leadership team

9. Newsletter Components Future goals Local news and community events
Spotlights on local events and/or individuals
Include corporate news and events
Include global news and events (timely news and topics)
Future goals
Links and video integration
Use other platforms (Adobe cloud)

10. Newsletter

11. Future Initiatives Site specific national online drive
Provide an opportunity for a site to donate to their local charities through a single online utility under the TS PrIDA umbrella.
Provide the opportunity to enact a huge push for giving but also promote a level of local engagement and visibility for those PrIDA groups at their sites.
Hurdles and Considerations
Establishing access to a single online utility.
Collaboration amongst all the sites and establishing an aggregate of charities and participates.
Not to conflict with other ERG annual fundraisers.

12. Future Initiatives On-Site POCs
On-Site individuals open to discussing the opportunities and current activities that PrIDA is conducting to someone who is interested.
Useful for site that have low populations that may not have a very large PrIDA presence.
An on-site POC would give balance to the virtual component and provide an additional level of exposure and access to interested and potential individuals looking to become members.

13. Q&A