Description:

During this session, our campus recruiting team will share best practices on leveraging Employee Resource Groups (ERGs) to build diverse talent pipelines. We will discuss how we’ve engaged and integrated ERGs into our recruiting processes, both internally and externally through the following programs and initiatives outlined below: ERG Buddy Program, Candidate Connect Program, ERG & University Partnerships, and Virtual Networking Sessions. Internal Programs: • ERG Buddy Program o An annual buddy program, initiated in 2019, where interns are paired with ERG mentors outside of their business functions with a group that they identify with or would like to learn more about. o The program is intended to help interns with professional development, adapting into the workplace, learning more about the company culture, and continuing to develop an inclusive environment. o Mentoring is closely associated with intern job satisfaction, commitment to the organization, and a positive attitude about potential future career within the industry. o ROI: Previous interns became ambassadors for Conagra and assisted in our D&I recruiting efforts. • Candidate Connect Program o This program provides a unique opportunity for candidates to speak with an ERG member to gain information about our company culture and community during the interview process. o This conversation is informal and has no influence on the hiring decision but allows candidates to network with someone they identify with outside of the interview team. o ROI: Increased acceptance rate among diverse candidates. External Programs: • How did we received buy in from key ERG stakeholders for external programs? o Partnered with third party independent research firm to provide data on understanding how URM students are most interested in hearing from diverse employees. o Provided recommendation on target schools with high diversity based on internship program hiring needs and economic modeling data. • ERG & University Partnerships o These partnerships will highlight how we’ve used our ERGs to build relationships outside of traditional campus recruiting to increase D&I efforts for campus hiring needs.  University of Illinois at Chicago: • Pilot program that was led by our Conagra’s Latino Leadership ERG in partnership with two student organizations. • CLLERG met with student organizations on a weekly cadence to organize event. • We provided resume building and mock interview workshops for students that signed up for the event. • ROI: Conagra established relationship with career services and two student body organizations. We attended first career fair at UIC and subsequently hired a student who attended the workshop (diverse hire).  University of Texas A&M • Pilot partnership with oSTEM is being driven by Conagra’s LGBTQ+Ally ERG. We will model after pilot UIC program. • Pending ROI: Event in April • Virtual Networking Sessions o Partnered with members from four different ERGs to host external networking session to build awareness of D&I at Conagra, specifically targeting currently enrolled students. o Advertised networking session on various platforms, e.g., Handshake, Symplicity, LinkedIn, etc., and engaged career services offices at target schools to increase event awareness and attendance. o ROI: Applications increased by 7% for remaining 2021 internship positions 10 days post event.

Audience:

University Relations & Recruiting

Level:

Emerging

Track:

Diversity, Equity and Inclusion

Type:

Traditional

Main Speaker:

Maritza Fernandez, Conagra Brands

Additional Speakers:

Gina lomma, Conagra Brands