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TRAINING FORMAT FOR DIVERSITY AND INCLUSION TRAINING 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Executive/senior level officials and managers First/mid-level officials and managers Non-management employees In-person only 29% 20% 38% Web-based only 14% 20% 13% Both 57% 60% 50% In-person only 29% 20% 38% Web-based only 21% 20% 25% Both 50% 60% 38% In-person only 21% 0% 38% Web-based only 36% 40% 25% Both 43% 60% 38% Table reflects organizations that offered diversity and inclusion training in 2016. Note: Percentages have been rounded to the nearest whole percent. Industry results include operators, programmers, and suppliers. PERSON RESPONSIBLE FOR SPEARHEADING DIVERSITY AND INCLUSION INITIATIVES 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Head of HR (e.g., CHRO, EVP/SVP/VP HR) 60% 50% 64% Head of Diversity & Inclusion (e.g., Chief Diversity Officer, VP Diversity & Inclusion) 30% 50% 27% President/CEO 25% 33% 18% Other 5% 0% 9% Note: A dash (-) indicates data were not available. Percentages have been rounded to the nearest whole percent. Industry results include operators, programmers, and suppliers. DIVERSITY-RELATED STAFF AND INTERNAL GROUPS 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Organization has staff dedicated exclusively to diversity and inclusion 38% 67% 33% Median number of full-time equivalent employees (FTEs) on staff dedicated exclusively to diversity and inclusion* 6.0 7.5 6.0 Organization has an internal group that focuses on diversity 65% 67% 71% If organization has an internal group, senior executive (i.e., CEO and/or direct report) is a member of the group 93% 100% 90% Note: A dash (-) indicates data were not available. Percentages have been rounded to the nearest whole percent. Industry results include operators, programmers, and suppliers. *Excludes organizations reporting zero FTEs dedicated exclusively to diversity and inclusion. 2017 WICT PAR INITIATIVE EXECUTIVE REPORT 23
KEY FINDINGS FOR OPERATORS The six MSOs that participated in the 2017 PAR Initiative survey employ nearly 222,000 people. The proportion of the overall workforce at MSOs who are women is 31%. This figure is lower than the four national benchmarks, which range from 38% to 48%. Among executives and seniorlevel managers, female representation at MSOs is 27% and is comparable to the national benchmarks, which range from 21% to 30%. Among entry and mid-level managers, representation of women at MSOs is 32%, which is lower than the national benchmarks (35% to 39%). Similarly, for professionals, the representation of women at MSOs is 32%, also lower than the national benchmarks, which range from 35% to 53%. Looking at the boards of directors of MSOs, 12% of board members are women, which is less than the percent of women on boards of directors at S&P 500 companies (21%). Looking at women of color at MSOs, the percentage of the overall workforce who are women of color is 16%, which is comparable to the national benchmarks (15% to 19%). The proportion of executives and senior-level managers who are women of color is 5%. This figure is comparable to the national benchmarks, which range from 3% to 6%. For entry and mid-level managers, 11% are women of color, with the benchmarks ranging from 10% to 12%. For professionals, 12% are women of color, which is comparable to the national benchmarks (12% to 15%). Examining boards of directors at MSOs, women of color constitute 2% of board members, which is lower than the representation of women of color on the boards of Fortune 500 companies (4%). 24 2017 WICT PAR INITIATIVE EXECUTIVE REPORT
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Page 4 and 5: ABOUT THIS REPORT Women in Cable Te
Page 6 and 7: EXECUTIVE SUMMARY THE BUSINESS CASE
Page 8 and 9: Currently, 38% of executives and se
Page 10 and 11: FIGURE 5 CHANGE IN REPRESENTATION O
Page 12 and 13: FIGURE 7 REPRESENTATION OF WOMEN OF
Page 14 and 15: FIGURE 8 2017 INDUSTRY-WIDE ILM MAP
Page 16 and 17: at hire rates, the female hire rate
Page 18 and 19: FIGURE 11 2017 INDUSTRY-WIDE ILM MA
Page 20 and 21: 2017 INDUSTRY SCORECARD REPRESENTAT
Page 22 and 23: PERCENT OF ORGANIZATIONS WITH FLEXI
Page 26 and 27: For each major employee group exami
Page 28 and 29: FIGURE 14 2017 MULTI-SYSTEM OPERATO
Page 30 and 31: FIGURE 15 2017 MULTI-SYSTEM OPERATO
Page 32 and 33: KEY FINDINGS FOR PROGRAMMERS Collec
Page 34 and 35: FIGURE 17 2017 PROGRAMMERS ILM MAP
Page 36 and 37: FIGURE 19 2017 PROGRAMMERS ILM MAP:
Page 38 and 39: Figure 12 illustrates that, among p
Page 40 and 41: FIGURE 21 PAY EQUITY 2017 INDUSTRY
Page 42 and 43: FIGURE 23 KEY RESOURCES FOR WORK/LI
Page 44 and 45: FIGURE 24 WAYS IN WHICH ORGANIZATIO
Page 46 and 47: FIGURE 26 WAYS IN WHICH ORGANIZATIO
Page 48 and 49: HOW DOES THE CABLE INDUSTRY COMPARE
Page 50 and 51: FIGURE 27 INDUSTRY DIVERSITY OUTLOO
Page 52 and 53: WHAT YOU CAN DO LET’S CLOSE WITH
Page 54 and 55: Telecommunications industries, whic
Page 56 and 57: WICT BOARD OF DIRECTORS Executive C
Page 58 and 59: DEFINITION OF TERMS ADVERTISING SAL
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