2010 Thank you, Sponsor!. 2010 Experienced Leaders/Maturing Groups Track: Trends in ERG Organization & Development Moderator/presenter: Patricia J. Crawford.

20102010

Thank you, Sponsor!

20102010

Experienced Leaders/Maturing Groups Track: Trends in ERG Organization & Development

Moderator/presenter: Patricia J. Crawford / Diversity & Inclusion Manager / Wells Fargo

& Company

Presenters: Brian Burlingame / Director Change Execution / Merck & Co., Inc.

Melissa Johnson / Diversity & Inclusion Manager / Best Buy

20102010

Background

• Dec. 31, 2008, Wells Fargo and Wachovia merged, creating North America’s most extensive distribution system for financial services

• Both companies shared a long-standing commitment to diversity and had team members who valued diversity and wanted to create a more inclusive, innovative and productive work environment for everyone

•During integration, we had an opportunity to take the best of the best from both legacy companies to build an even better diversity program for the combined company

•The result is our new Team Member Network structure comprised of nine enterprise-driven networks

Wells Fargo and Wachovia

Creating a world-class Team Member Network Structure

20102010

• Asian

•Black/African American

•Disabilities

•Hispanic/Latino

•LGBT

•Middle Eastern

•Native American

•Women

•Veterans

•Groups that do not fall into these categories can be considered for Communities of Interest or Communities of Practice, for example:

•Green Teams

•Administrative Assistants

Wells Fargo’s Team Member Networks

20102010

Benefits

•Enterprise-driven networks

•Business development and customer insights

•A strengthened partnership between the networks and the business enables the company to better serve a diverse customer base

•Talent development and professional growth

•Enhanced senior level involvement and leadership development opportunities for high potential talent:

•Executive Advisors

•Integration Leaders

•TMN Consultants

•HR Consultants

•Team member engagement

•Provides opportunities for professional development and community outreach

•Creates a high energy climate of diverse thought, creativity and innovation that fully engages our team members in the business

20102010

Asian

Regional Chapter

San Diego

Regional Chapter

Minnesota

Regional Chapter

…

Etc.

ExecutiveAdvisors

LGBT

Regional Chapter

San Francisco

Regional ChapterCharlotte

Regional Chapter

…

Etc.

ExecutiveAdvisors

Women’s

Regional Chapter

Minneapolis

Regional Chapter

Des Moines

Regional Chapter

…

Etc.

ExecutiveAdvisors

Enterprise TMN Council

TMN Program OfficeProgram Office: the function in the

Enterprise Diversity Office that manages the overall TMN program.

Enterprise Council: the collective group of executive advisors and

senior TMN leaders who collaborate on systemic issues and common

needs.

Regional Chapters: the groups that comprise the network and come

together to represent local and regional interests of the identity

group and align with the Corporate Network Group.

Enterprise Leadership Team: Executive leaders who champion the network, provide strategic guidance

and coach the TMN leadership.

HR

Liai

sons

HR Liaisons: Consulting, expertise and support for Advisors and TMN

leaders.

Integration Leaders

Integration Leaders

Integration Leaders

Consultants Consultants Consultants

Structure

Learn more: www.diversityatbestbuy.com

NALC Conference

Experienced Leaders/Maturing Groups Track: Trends in ERG Organization & Development

5/11/10

20102010

| Page 8

Diversity & Inclusion at Best Buy

• What is Diversity?

We define diversity as all the ways we are similar and different.

• What is Inclusion?

Honoring all of our similarities and differences; taking action to create an environment where diversity is respected, celebrated and leveraged as a competitive advantage.

20102010

| Page 9

Best Buy’s Employee Business Networks (EBNs)

Best Buy Corporate (9)1. Asian Employee Network (AEN)

2. Black Employee Network (BEN)

3. INCLUDE

4. InterFaith

5. LatIN

6. Military

7. PRIDE

8. SaGE

9. Wolf @ Best Buy

Best Buy Field (159)1. Asian Employee Network (AEN)

2. Black Employee Network (BEN)

3. Best Buy Leadership United (BLU)

4. INCLUDE

5. InterFaith

6. LatIN

7. Military

8. PRIDE

9. SaGE

10. TEFA

11. Wolf @ Best Buy

109 EBNs across the country50 Wolf Packs 100+ Wolf Dens

An EBN is a group of employees who form a network based on a primary dimension of diversity, such as age, race, ethnicity, gender, disability, sexual identity & gender expression.

EBNs are inclusive and open to everyone.EBN Pillars: Employee, Customer, Community

20102010

Decentralized EBN ModelChallenges• Widely dispersed store network• Most EBN members are hourly• Lack of meeting space• Centralized funding not scalable• Heavy workload for co-chairs• Limited line of sight to what each EBN was focusing on• Little measurement of outcomes• Sponsor was highly recommended but not required; sponsors

could be store managers• Each EBN was at a different stage in their lifecycle; energy overall

seemed to be waning

20102010

Decentralized EBN ModelBest Buy’s Solution• EBNs are formed with stores in close proximity• Business plan and ongoing monthly scorecard are required• EBNs are locally supported (funding, labor, meeting space)• Expanded leadership roles to spread out the responsibility and

workload• Ongoing developmental opportunities built in to meeting rhythms• First 4 meetings are structured with agendas, presentations and

other documents built for the EBNs• District-level sponsor required• All field EBNs relaunched by 4/30

20102010

Q&A

| Page 12

Veterans Leadership Network

Established April 29, 2009

Mission

The Mission of the Veterans Leadership Network is to serve as a Company resource on all veteran related issues, aligned with Company's strategy to attract,

select and retain employees with military service, serve as mentors to newly hired Veterans, and help inform

our hiring managers to the benefits of selecting candidates with military service. Additionally, we are

working with/sponsoring organizations that are assisting military members and their families.

History/Genesis

Desire to contribute more to the Corporation Tied to Leadership / Diversity objectives Strong linkage to recruiting & staffing & outreach Enhance Company Reputation

Understanding and translating military experience

Further develop common bond among Merck employees with prior service backgrounds

Provide a discussion forum for Merck veteran’s and manager’s of Merck veterans

Goals

LeadershipDevelopment

Recruitment &Retention

Community Involvement

• Sponsor Leadership seminars

• Provide opportunities for career development

• Practical Leadership application

• Diversity in Leadership awareness

• Informal Mentoring

• Veteran’s Administration / DOD visits

• Support community & Veteran’s military events

• Community outreach

• Utilization of Merck Volunteer Policy

• Veteran’s Administration / DOD visits

• Support community & Veteran’s military events

• Community outreach

• Utilization of Merck Volunteer Policy

Communications

• Continue to enhance external veteran’s careers site

• Increase intra-company employee awareness

• Enhance EEO compliance reporting

• Active participation in Veteran recruiting process

• Veteran transition assistance

• Retention Networks

• Support for deployed Merck employees

• Active participation in Veteran recruiting process

• Veteran transition assistance

• Retention Networks

• Support for deployed Merck employees

20102010

A. New Leaders/New Groups: Structure a Business Plan

ROOM 21 B. Program Mgrs: Develop Relationships with Exec

SponsorsROOM 20 A C. Exp Leaders/Groups: Trends in ERG Org &

DevelopmentROOM 20 B D. Hot Topics: Using Network Technologies for ERG

Growth ROOM: Hosack Aud

ROUND I REPEATED: Structure/Organization Issues