June 2022: How Medtronic is using employee resource groups to build a trusting culture

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How Medtronic is using employee resource groups to build a trusting culture

Part of building a high trust workplace culture is ensuring people feel comfortable being themselves at work – and employee resource groups are an important way employers can make this true.

For our June newsletter edition, we got the opportunity to speak to Medtronic’s Donia Abdel-Megeed about how the medical devices business is fostering inclusion and equity through ERGs – and how this flows through to higher engagement, and better innovation.

 

The Medtronic mission

Medtronic is a global healthcare technology leader, with nearly 1000 people in Australia that innovates solutions that treat more than 70 health conditions, from Parkinson’s to diabetes.

Somewhat incredibly, the company’s products worldwide save two people’s lives every second.

“It’s incredible, it’s aspirational and very inspirational to know that even on your worst days, you’ve got this beautiful story to tell,” says Abdel-Megeed, APAC Principal Talent Management Specialist at Medtronic.

With purpose built in to its DNA – and a mission statement based on contribution to human welfare – Medtronic has all the cards to build a successful inclusive workplace culture.

But it also works hard at it.

And one of its core commitments is the longstanding use of Employee Resource Groups.

 

Employee Resource Groups

Employee Resource Groups are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace aligned with the organisations they serve.

“Our employee resource groups have been around for some time and they are structured in a way that is very much grassroots,” says Abdel-Megeed.

“The employees own these initiatives, and they give employees a platform and a voice to explore that particular diversity space.”

Medtronic’s ERGs include networks for women, people with disability, a pride network, a philanthropic committee, a young professionals’ group and more.

The volunteer-based groups work on initiatives and passion projects, supported by executive sponsors on the leadership team.

“So, you have a real connection to the broader picture, the broader business picture and strategy picture from your executive sponsors,” says Abdel-Megeed.

“And I think that gives ERGs a real purpose that they’re contributing to something bigger. They are not just a space to meet and talk about things.”

One of the outcomes is improved engagement.

 

Staff engagement

“Our employee engagement is higher than it’s ever been, and we see that directly related to the work that our ERGs are doing around inclusion, that sense of belonging, that sense that I can bring all of me to work every day.”

And engagement and inclusion drive bottom line results, particularly around innovation.

Abdel-Megeed says the ERGs are a place for employees to speak up, test new ideas and share ideas with each other.

“Our ERGs help form and shape the practices and policies so that they’re hitting the mark… from annual leave incentivisation to new offerings around mental health and well-being,” she says.

Part of the benefit is cross-collaboration – each ERG has a breadth of representation across geography and roles.

“We just see that there’s this new perspective of ‘take off that sales hat and see what it’s like for someone in finance or supply chain’, and vice versa.”
But part of it is management listening to the ERGs’ output.

“We have a global program where teams work on a key question every year related to culture – they get to ideate and work towards a solution that they present at the top leadership levels across the globe.”

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Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work determines the list using our proprietary For All methodology. To determine the Best Workplaces in Technology list, Great Place To Work analyses the survey responses of tens of thousands of employees from Great Place To Work Certified™ companies in the technology industry.

Our survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organizational data like size, location, industry, demographics, roles, and levels. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience.

Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace. Survey data analysis and company-provided datapoints are then factored into a combined score to compare and rank the companies that create the most consistently positive experience for all employees in this industry.

To be considered for the list, companies must be Great Place To Work Certified™ and nominate as a company in the technology industry.

We require statistically significant survey results, review anomalies in responses, news, and financial performance, and investigate any employee reports of company incompliance with strict surveying rules to validate the integrity of the results and findings. 

Great Place To Work® Best Workplaces for Women™ List Methodology

The Best Workplaces for Women™list is determined using Great Place To Work’sFor All™methodology to evaluate hundreds of Certified™Great Place To Work®organisations across Australia.   

Data is based on over 40,000 employee survey responses from women in Great Place To Work® Certified™ organisations across Australia. 

The survey 

The survey enables employees to share confidential quantitative and qualitative feedback about their organisation’s culture by responding to 60 statements on a 5-point scale and answering two open-ended questions. 

Collectively, these statements describe a great employee experience, defined by high levels of trust, respect, credibility, fairness, pride, and camaraderie. In addition, companies provide organisational data like size, location, industry, and the number of women in the workforce and management positions. 

Considerations 

Great Place To Work analysed the gender balance of each workplace, how it compares to each company’s industry, and patterns in representation as women rise from front-line positions to executive/C-suite roles. 
Survey data analysis and women’s representation figures are then factored into a combined score to compare and rank the companies that create the most consistently positive experience and opportunities for all women, regardless of their role or demographic background.   

Eligibility   

To be considered for the list, companies must be Great Place To Work Certified™. Companies must also employ at least 50 women. We require statistically significant survey results, review anomalies in responses, and investigate any employee reports of company in compliance with strict surveying rules to validate the integrity of the results and findings. 

Please note this list is NOT ranked. 

Great Place To Work® Best Workplaces™ in Australia 2023 Evaluation Methodology

Great Place To Work, the global authority on workplace culture, determined the Best Workplaces™ Australia 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of almost 50,000 employees across Australia.

Employees responded to over 60 survey questions describing the extent to which their organisation creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organisation, no matter who they are or what they do. We analyse these experiences relative to each organisation’s size, workforce make up, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organisation to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

 

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These organisations’ assessment is based 100% on employee responses to the Trust Index survey.

For larger organisations with more than 100 employees, we also use our Culture Audit™ tool, asking organisations to share with us their practices, policies and programs to creating a great workplace For All™ and evaluating the approach they take.

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:

1.  The criteria we evaluate

2.  Where the data comes from