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How to ensure they support, rather than undermine, gender progress

20 April, 2016 | (01 hr)

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Women’s networks – also known as employee resource groups – are often central to companies’ diversity & inclusion programs. Yet progress in achieving gender balance in corporate leadership remains slow.

New research by two leading D&I experts challenges the assumption that having a network automatically provides positive outcomes. Based on insights from respondents around the world, the research finds networks often don’t live up to expectations and demonstrates a strong link between members’ experience, the perception of the network, and employee engagement. 

Key takeaways:

  • Learn what pitfalls companies need to be aware of
  • Hear about the experience of female employees in networks
  • Learn how companies can align expectations, resources, and metrics to ensure that networks contribute both to the business and to advancing women’s careers  


Veronika Hucke

Veronika Hucke
Founder and Director
D&I Strategy and Solutions

Veronika Hucke is a seasoned leader with deep expertise in diversity and inclusion (D&I), change management and communications and combines deep subject matter expertise with extensive experience in driving change in large scale organizations.

She is a thought leader in the D&I fi...Full Bio

Lisa Kepinski

Lisa Kepinski
Inclusion Institute

Lisa Kepinski is the founder of Inclusion Institute. She is Co-Founder & Co-Author

Full Bio
Alison Maitland

Alison Maitland (Moderator)
Senior Fellow, Human Capital and Program Director
The Conference Board

Alison Maitland is a Senior Fellow in Human Capital at The Conference Board. In addition to serving as a Senior Fellow, Alison is an international writer, speaker, adviser and coach. Her key areas of expertise are: the changing world of work; building inclusive organizations; new models of ...Full Bio

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