The Hispanic Employee Resource Group is committed to diversity and inclusion and educating not only our campus, but our community, on our heritage.
Article I – Official Name
The official name is ‘Hispanic Employee Resource Group’. For purposes of this charter, the terms “Employee Resource Group (ERG)” will be used.
Article II – The Employee Resource Group Mission, Goals & Objectives
Our mission is to serve as a resource to the University of Notre Dame to positively influence the environment and to assist the University in achieving its diversity and inclusion plan by creating awareness of our ERG, events, networking opportunities, and innovative ideas.
Our objectives are as follows:
- Build an internal support system for Hispanics within the University
- Reduce isolation
- Address issues/concerns
- Assist in driving organizational initiatives that maximize the development of Hispanic employees
- Mentoring and coaching
- Support the University’s efforts to attract and retain the best Hispanic talent
- Work/Life Balance
- Recruiting Strategies
- Assist the University in creating and sustaining a diverse and inclusive work environment
- Engage members of all backgrounds to become members
- Lead other employees toward a better cultural understanding
- Support all three dimensions of our diversity strategy
- Assist the University in fostering an environment of inclusiveness, allowing us to assist in continuing as one of the top 10 collegiate workplaces in the country
To accomplish this, ERG:
- Serves as a resource to the University by supporting recruitment, development, and retention initiatives for Hispanic employees.
- Promotes and supports key University diversity and inclusion initiatives that recognize, respect and leverage the individuality of all University employees as a competitive advantage.
- Develops communication methods to share information and promote ERG activities, events and major initiatives.
Article III – Participation
Membership is open to all faculty, staff, and administrators of the University. Members must meet and maintain the following eligibility requirements:
- Members must be employed by the University of Notre Dame.
- Membership is open to all University employees interested in supporting and learning more about the Hispanic culture.
- Membership is voluntary.
- Attendance to a majority of ERG meetings – as determined by the elected officers, or leadership.
- Support the core values of the University.
- Be an advocate for the University’s diversity & inclusion goals.
- Confidentiality where appropriate
- New and replacement leadership members will be determined by members and will serve a 12-month term (unless there is voluntary attrition or the steering committee recommends a change)
Opinions, experiences and ideas shared by members of the ERG during meetings or related activities and any records thereof, shall be held in confidence and such records shall remain the sole and exclusive property of the University.
Article IV – Meetings
ERG meetings will be held monthly. In addition, any subcommittee meetings will be held as determined by that subcommittee.
Committee leadership and members are required to attend Committee meetings until such time as Committee sponsored event/activity is completed; all other members are encouraged to attend ERG meetings, events and other activities.
Agendas will be provided in advance and meeting notes will be taken and kept by committee designees.
All Affinity meetings and/or teleconferences will be managed in the following manner:
- Old business
- Items discussed
- Decisions made
- Action items
- New business
- Next meeting date and agenda
All ERG meetings and/or teleconferences shall be conducted in accordance with the following inclusive behaviors:
- Share freely of member’s experiences
- Encourage others to share freely
- Allow one conversation at a time
- Respect unique/different points of view
- Agree to disagree
- Confine comments to the issue at hand
- Be sensitive to everyone’s time
- Be considerate of the feelings of others
- Provide a timekeeper as needed
- Maintain the confidentiality of internal issues
- Be creative and encourage creativity in others
- Be an active communicator and listener
- Think about the greater good of the organization as a whole
Article V – Funding
- Human Resource sponsored: establish a specific, goal oriented agenda and set a business plan to present to senior management
- Membership dues, events and other means of the ERGs raising revenue
- Share the investment in time and expense: business related and public relations activities sponsored by the company
Article VI – Infrastructure
The ERG was created to serve as a resource to the University and as a support group for the faculty and staff. The selection of leaders is based on the commitment to the goals and parameters of the group. Executive support shall be provided by the steering committee, HR liaison and the Director of Staff Diversity and Inclusion. The ERG hereby establishes the following initial Committees that will work to support the organization objectives, as deemed necessary and appropriate.
Will identify on-going initiatives relating to the creation and implementation of mentoring;
- Will identify or create networking opportunities;
- Will provide outreach activities to various constituent groups across campus and in our community to ensure participation and representation.
Professional Development Committee
- Will identify ongoing initiatives relating to professional development, advancement, and implementation strategies
These committees may be adapted, modified or eliminated at some future date, and new committees should be created as the ERG begins to fulfill its overall objectives and as newly identified issues surface.
CHAIR – An ERG chair position (the “Chair”) will be created in which an ERG member shall serve for a period of 12 months and subsequent chairs will be identified on the basis of nomination.
HUMAN RESOURCE REPRESENTATION – Liaison
ERG ARCHIVIST – AN ERG archivist position will be created and staffed by a volunteer. The archivist is responsible for building and maintaining the ERGs history for future reference.
Article VII – Adoption and Amendments
This charter shall take effect immediately upon being put in final format and approved by the ERG, steering committee, and the HRLT or other appropriate body.
Any member of the ERG, the steering committee and/or the HRLT may propose amendments. Adoption of amendments shall be subject to the same approval process as the founding charter. Approved amendments will be incorporated into the charter and shall take effect immediately, or as described in the amendment.
This charter is created as a framework around which the ERG will carry out its mission. It is not intended to be a contract and may change, as business needs change.
Article VIII – ERG Image
ERG members must model leadership in all aspects of the diversity and inclusion process and must represent a positive image for the University in all its dealings.
Article IX – Support
Executive support is provided by the steering committee, which will serve as liaison to the HRLT.
Article X – Monitoring and Measurement
ERG progress plans and accomplishments are reviewed on a regular basis.