Diversity Networks and employee resource groups (ERGs) foster belonging for employees and support initiatives for a more inclusive Medtronic.
Diversity Networks and ERGs often begin as platform for inclusion — to create space for employees to connect based on shared identities. But at Medtronic, our Diversity Networks and ERGs do even more. They help role-model inclusion and diversity and, through unique partnerships and volunteer efforts, help amplify our impact in communities.
A panel discussion on diversity and representation in the media at the 2018 AIM Signature Event in Los Angeles, California
It’s in our Mission “to recognize the personal worth of all employees.” Our five Diversity Networks — African Descent Network (ADN), Asian Impact@Medtronic (AIM) Network, Hispanic Latino Network (HLN), Medtronic Women’s Network (MWN), and PRIDE Network — create opportunities for shared identity groups and allies to empower change. Take Martha Ha.
When Martha was invited to join the AIM, she had just started with Medtronic and was unsure if her participation would have any meaningful impact. What were AIM’s vision and strategic priorities? How did the AIM membership view the Network? As she became more involved and was selected to co-chair AIM, Martha began to understand the AIM Network’s true capabilities. She saw that she had an opportunity to mentor and role-model as an advocate for inclusion and diversity.
“As I started to get more involved, participate in coaching circles, be on panel discussions, and connect with the AIM membership 1:1, people told me how inspired they were, that I gave a voice not just to female leaders but also to Asian female leaders as well as the broader Asian community. I thought — this is where I can make a difference.”
– Martha Ha, AIM Network Chair, VP, Dept. Corporate Secretary and Chief Counsel, Medtronic
Diversity Networks give a voice to employees from underrepresented populations and provide a pathway toward advocacy, exposure, development, and empowering change. Our CEO and a sponsor from our Executive Committee select a chairperson(s) to oversee each Network. This approach ensures a visible and vocal presence at the top of the organization for our Networks and ERGs.
⯇ Hispanic Latino Network colleagues from across the country gathered in Minneapolis for the annual Efficacy Training Program in 2019.
ERGs represent both local hubs of our Networks and additional shared-identity groups at Medtronic. With more than 26,000 members across 70 countries, these grassroots, employee-led groups help recruit diverse talent and foster belonging within their particular community. Each group works with allies and partners to advance inclusion, diversity, and equity efforts.
A sampling of our ERGs that are empowering change across the company include:
Diversity Networks and ERGs continue to expand. Not only are they growing, they’re becoming even more inclusive by sharing best practices with each other; collaborating to advance a common goal of equity; and elevating our overall focus on inclusion, diversity, and equity.
Every year, new local ERGs emerge and more allies join Diversity Networks, building a deeper, wider understanding and also empowering change in our communities. In just five years, the Medtronic Women’s Network has grown 5x its size, with members joining all across the world.
Our Diversity Networks are always looking for more intentional opportunities to increase allyship and intersectionality.
⯇ Attendees at the annual Medtronic Women’s Network Signature Event.
“When we started the PRIDE Network, there were about 14 local LGBTQ+ hubs with 1,200 employees. Now we’re at over 3,600 members across 19 hubs globally, and we’re truly creating a visible global community.”
– Shawn Monaghan, PRIDE Network Chair, VP, Customer Experience and Business Transformation, Americas
Our Diversity Networks are open to all employees. Allies join our Networks and play a critical role:
Race, ethnicity, and gender are inextricably linked. Each of us can identify with multiple groups at once. We celebrate these intersections and make sure our employees don’t feel the pressure to “choose” one of their identities over another.
Joining Diversity Networks and ERGs is an opportunity to network with peers, managers, and other divisions of the company. From VPs to new hires, manufacturing to HR, members are given a unique (and influential) audience to build and execute cross-functional teams and projects.
The LIFT program, concepted and piloted by the African Descent Network (ADN), selects high-potential Black talent for a comprehensive sponsorship program, creating a sought-after pipeline of talent. Through coaching, classes, and a capstone business-case project, the nine-month program builds emerging mid-career talent into strong business leaders. Because the model was so successful, the Hispanic Latino Network (HLN) implemented the program for its members; 25% of the people in the first HLN LIFT cohort got a promotion or development opportunity while in the program. Our recent Asian Impact@Medtronic Network (AIM) and Women in Sales cohorts are on track to see similar success.
“For me, this work is all about raising up others — and it’s important that we have strong representation and pay it forward.”
– Denise Baek, HLN Co-Chair, VP, Human Resources
Diversity Networks and ERGs are expanding efforts to show solidarity, supporting diverse communities, and empowering change — even beyond Medtronic.
The PRIDE Network hosted a companywide #LoveisLove campaign surrounding Valentine’s Day and reached outside our walls through Medtronic social-media engagement.
“Diversity Networks and ERGs are transforming Medtronic. We want people to see that there is no opting out and that we will do better for our customers, patients, and employees through inclusion, diversity, and equity.”
– Malini Moorthy, MWN Co-Chair, VP and Chief Deputy General Counsel
When leaders and employees bring their authentic selves to work and we learn from each other’s different perspectives, backgrounds, and experiences, we help accelerate the delivery of our Mission, both locally and globally. Diversity Networks and ERGs supercharge that effort.
No matter a person’s background, each group is empowering change and presenting opportunities to learn, reflect, and act. In this culture of belonging, employees come together as mentors, advocates, and allies to drive our company and our communities toward a more equitable future. Working as one, we are stronger together.