Behind the Scenes of an ERG: Dow

It’s said that the employees are the heart of every organization. From serving up new business ideas to challenging conventional processes and upping the status quo, your employees continue to drive change and forward progress – so who better to listen to when it comes to driving diversity, equity, and inclusion efforts? I sat down to interview Dow employees on this topic to gather intel on one of their most important people programs, employee resource groups (ERGs). Learn details on why Dow supports ERGs, how these programs have proven successful, and most importantly, how they keep these thriving programs active to support a culture of belonging!

Q: Thank you so much for chatting with us today! We often get asked about ERG best practices but we believe peer learning is the best way to help our Members. So, tell us – why are ERGs important to Dow?

Our employees are the face of diversity at Dow. Their different perspectives reflect the rich depth of experience and backgrounds that make Dow a world leader in science and technology. ERGs are a vital resource for our employees and for Dow. Based on our employee survey data, we know that people who participate in ERGs have a significantly better overall employee experience than those who don’t participate. That’s in part because these teams create a sense of belonging for our employees which promotes thriving at work. Our ten ERGs – each with a senior executive sponsor – bring together people to share experiences, find mentors, seek personal and professional development, positively impact our communities, and gain access to senior leadership.

Our ERGs cultivate a positive employee experience and provide a platform for business growth. ERGs collaborate with each other and key stakeholders to amplify impact in key focus areas including talent recruitment and retention, promotion of wellbeing, supplier diversity, and our decarbonize and grow strategy.

Q: How many ERGs does your company have, and what kind?

Dow has 10 ERGs accelerating progress towards our Inclusion, Diversity and Equity objectives:

• Asian Diversity Network
• Disability Employee Network
• GLAD (LGBTQ+)
• Global African Affinity Network
• Hispanic Latin Network
• Middle East and North Africa Intercultural Network
• Prime: 50+ years of age
• RISE: <8 years with Dow
• Women’s Inclusion Network
• Veterans Network

Participation in the resource groups is open to all Dow employees and allyship is welcomed and strongly encouraged.

Q: This is such an incredible range of ERGs, and we commend you for the work you’ve done to build these groups. When did you first delve into ERGs?

Dow formed its first ERG, the Women’s Inclusion Network, over 30 years ago and was the first company in the chemical industry to launch an ERG with a focus on LGBTQ+.

Since the launch of our revamped inclusion strategy in 2017, employee participation in ERGs at Dow has more than tripled, increasing from 15% to 52%. Today we have 10 ERGs, with over 600 chapters and more than 20,000 employees globally and our people leader participation in ERGs has reached 98%.

Q: Wow, those are excellent participation rates! Going even further, how does your company support its ERGs?

Our ERGs are supported by the Office of Inclusion which has a full time Global ERG and Employee Experience Leader as well as four Regional Inclusion Leaders who serve as the Office of Inclusion’s point of interface for ERGs in the region. The Office of Inclusion drives ERG engagement and promotes collaboration across the ERGs to drive business success.

The annual ERG Fund aims to help Dow become the most inclusive material science company in the world by harnessing the passion, perspective and expertise of our ERGs. Through this fund, ERG participants are encouraged to apply for seed funding to support external partnerships with organizations that help build more inclusive communities where Dow people live and work.

Q: Given this month is National Disability Employment Awareness Month (NDEAM), we’d be remiss not to ask about your ERG for individuals with disabilities. How active is this ERG? How many employees participate?

Dow is celebrating its 125th anniversary this year and it remains committed to creating an inclusive workplace where all employees can bring their authentic selves to work. The company offers the employee resource group, the Disability Employees Network (DEN), that aims to empower employees with disabilities, raise awareness, and educate about disabilities to create better allies. DEN was formed in 2002 and has more than 5,600 members.

Q: Incredible participation from your global employees! While your ERG journey has been underway for quite some time, what suggestions or advice do you have for employers who are just embarking on their journey?

When starting an ERG program, it is important to stress the business value addition that employee resource groups bring to the company. Highlighting the business case for ERGs will lead to increased support from company leaders which will ultimately lead to successful employee engagement. Inclusion, diversity, and equity for all is not just the right thing to do, but also the profitable thing to do.

Q: With established ERGs in place, what is your strategy for encouraging current employees and/or new hires to participate?

ERG participation is encouraged by the highest levels of leadership within the company. Increased ERG participation is a part of Dow’s annual Inclusion and Diversity performance award metrics. Dow also supports our ERGs by providing paid time off for employees who need relief from their core job responsibilities to participate in ERGs.

Q: This is always our favorite question because it dives into the heart of your program – what success stories can you share as a result of having an ERG focused on supporting employees with disabilities?

One of DEN’s biggest success stories is the work of the People with Disabilities (PwD) Hiring Taskforce. The PwD Taskforce is a partnership between the Talent Acquisition team and DEN that has implemented initiatives and provided actionable recommendations on attracting and hiring more people with disabilities. The taskforce is driving improved accommodations, enhanced training, and awareness about the value of recruiting, retaining, and advancing people with disabilities. Taskforce members support the hiring of people with disabilities through programs and initiatives such as Project Search and our partnership with the National Institute for the Deaf. This PwD Taskforce is delivering on Dow’s ambition to be the most inclusive materials science company in the world!

A huge thank you to Raheef A., Omar K., and Zen S. at Dow for giving us an inside perspective into their ERGs and the impact these programs have had not only on HR processes but also on the culture and sense of belonging at Dow.

Have additional questions? I encourage you to connect with the Dow team in DE Connect or start a discussion post to gather insights and crowdsource information from your fellow Members!