1. Cooperate and establish alliances with learning and training peers in HR and look to influence them to move learning and training outside of job functions, making it more cross-functional and cross-organizational.
2. Support and advocate cross-functional peer connections through virtual knowledge sharing technology. One way to do this is to utilize modern mentoring technology to connect people across functions and locations in support of personal and professional development, helping them connect with and learn from peers across the enterprise.
3. Encourage people to get outside of their own typical work networks when looking for new insights and ideas. Diversity executives can help this happen by hosting organizationally sponsored events in person or online where people from employee resource groups can branch out and link up with people outside their common sphere.