The charter of the AABRG is to improve the Retention of African American Talent and more specifically to consider how we should come together as a combined and complimentary force to positively impact both Grainger’s growth and the growth of African Americans within the organization. We currently have over 300 members and continue to seek out others to join us. All employees are welcome and encouraged to participate in the AABRG. We have divided the AABRG into two regions: East and West.

Three core retention strategies:

1. Pipeline Representation - A robust pipeline of African American talent at all levels within the organization will serve as an invitation of other African Americans to join the organization. It’s about becoming brand ambassadors.
2. Career Pathing - Not just as it relates to an organization chart, but as it relates to each of us taking responsibility to chart our path within the organization and ensuring the requisite skills and competencies are developed.
3. Mentoring/Relationships - Embracing the notion that we as African Americans must lift as we climb … identifying ways to help the all important on-boarding process and best practice sharing that allows others to become significant contributors to the business.

The mission of the Latino BRG is to contribute to Grainger’s competitive advantage in the global marketplace by enhancing our organizational capability through the recruitment, retention and development of a robust pipeline of diverse talent, increased market intelligence regarding diverse and targeted customers and/or suppliers, and enhanced brand image through community outreach programs.

The Latino BRG is proud to announce that we currently have 288 registered members. The purpose of the group is to increase Latino talent, partner between our Latino employees and Grainger Leadership, develop and advance Latino professionals, and celebrate Latino culture. The LBRG holds quarterly meetings.

The vision of the Women’s BRG is to make Grainger the first choice for world-class women. Our focus is on 3 priorities impacting women at Grainger today: Professional Development, Work/Life Balance, and Building Supportive Leaders.

We currently have over 1000 members, with multiple regional chapters located around the country. The WBRG welcomes all Grainger employees, in all areas of the company, and within all levels of professional development. As a group, this is our opportunity to help develop our talent and lead our organization to success today and in the future.

The Women’s BRG is an equal partnership with two-way learning. It is based on your commitment to self-improvement, while also sharing your experiences and expertise to help others grow and learn. This is your opportunity to:

• Enhance your personal and professional skill sets
• Assist in career development & pathing
• Engage in Mentoring and Coaching opportunities
• Develop your ‘Professional Tool Box’
• Network and meet new women at Grainger
• Invest in YOU!

The Asian Pacific Islander BRG is committed to enabling Grainger to evolve into the Best company to work for and do business with by retaining and attaining top talent, while serving customers and business partners through developing distinguished leadership talent globally.

Currently the group has approximately 400 members and growing. Throughout the year, the API BRG offers many events and activities in both formal and informal settings. You’ll have opportunities to meet and share stories with many other members over lunch settings as well as formal speaker presentations and workshops.

The Asian Pacific Islander BRG is also focusing its efforts on:

• Internal Career Development by utilizing the P.I.E. methodology- Performance, Image and Exposure
• Providing opportunities to network with other API members within Grainger

As a member you will:

• Learn from and meet with executive business leaders throughout Grainger in the US as well as internationally.
• Be able to engage in Mentoring and Coaching opportunities to enhance your professional development.
• Have access to numerous affinity group networking opportunities outside of Grainger.
• Have an opportunity to improve on public speaking skills
• Develop and improve in self confidence

Grainger also has multiple business locations in Asia!

The mission of the Generational BRG is to be on the forefront of promoting intergenerational understanding to help provide the practical and relevant solutions that our employees want and need to be successful, engaged and productive, and that ultimately will help us better serve our customers.

Within Grainger there exists multiple generations amongst its employees, and the company is Proactively trying to bridge the gap between these groups. The Generational BRG is structured into three committees to help Grainger face the challenges of a multigenerational workforce and customer base: Growth, Productivity, and Talent Management.

The Growth Segment is focused on expanding Grainger’s knowledge of generational and technological trends in order to better enable both customer relevance and reach activities. 'Look for the Growth Strategy to team with existing customer initiatives to explore the generational differences of our customer base via surveys and information sessions.

The Productivity Segment is focused on trying to understand the ways that generational differences impact productivity. Through this understanding they hope to offer employees relevant opportunities that will allow them to be successful, engaged and productive. Members can expect great things from the productivity segment of the BRG, from networking "Lunch & Learns" to surveys that will help determine the impact of training and mentoring.

Soon, the GBRG is aiming to launch the first of three mentoring programs through our Talent Management committee. The first program will be a traditional mentoring program in which members of the GBRG will have the opportunity to be matched with a more experienced professional. Mentoring is a great way to enhance professional development for both the mentee and mentor.