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FIGURE 21 PAY EQUITY 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Gender pay equity is a core part of organization’s compensation philosophy / strategy 73% 83% 77% Conduct pay equity analyses for women at least annually 60% 100% 46% For organizations that conduct pay equity analysis, the approach relies on a robust statistical approach (e.g., multiple regression) 45% 33% 64% Organization has a formalized remediation process to address any pay equity risks identified 45% 83% 31% Note: A dash (-) indicates data were not available. Percentages have been rounded to the nearest whole percent. Industry results include operators, programmers, and suppliers. FIGURE 22 ADVANCEMENT OPPORTUNITIES 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Routinely check for and act to close gender and race/ ethnicity gaps in promotion rates Targeted leadership development opportunities (e.g., mentoring, coaching, etc.) are designed to increase diversity in higher-level positions within the organization 71% 83% 73% 58% 83% 53% Leadership development opportunities that are specifically tailored for women and people of color 58% 83% 53% Mentoring programs for women and people of color 33% 33% 33% Sponsorship programs for women and people of color 21% 67% 7% Note: A dash (-) indicates data were not available. Percentages have been rounded to the nearest whole percent. Industry results include operators, programmers, and suppliers. 2017 WICT PAR INITIATIVE EXECUTIVE REPORT 39
to increase diversity in higher-levels. A third of organizations have mentoring programs for women and people of color, while relatively few (21%) have sponsorship programs for women and people of color. MSOs (83%) are more likely than programmers (73%) to report that they routinely check for and act to close gender and race/ethnicity gaps in promotion rates. MSOs are also more likely than programmers to have targeted leadership development opportunities that are designed to increase diversity in higher-levels (83% for MSOs vs. 53% for programmers). Both MSOs and programmers are equally likely to have mentoring programs for women and people of color (33%), while MSOs are considerably more likely to have sponsorship programs for women and people of color (67% for MSOs vs. 7% for programmers). RESOURCES FOR WORK/LIFE INTEGRATION In terms of key resources for work/life integration, a majority of organizations offer elder and child care referral services, flextime, and telecommuting (see Figure 23). On the other hand, relatively few organizations offer on-ramping for elder care givers or parents re-entering the workforce (13%) or offer an on-site or near-site child care center (25%). Programmers are generally more likely than MSOs to offer programs that are key resources for work/ life integration. Most notably, programmers are far more likely to offer telecommuting on a part-time basis (80% for programmers vs. 50% for MSOs) and to offer job sharing (47% for programmers vs. 17% for MSOs). However, MSOs are more likely to offer shift flexibility (83% for MSOs vs. 47% for programmers) and to offer compressed workweeks (50% for MSOs vs. 40% for programmers). 40 2017 WICT PAR INITIATIVE EXECUTIVE REPORT
Page 2 and 3: PAR INITIATIVE EXECUTIVE REPORT 201
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 24 and 25: TRAINING FORMAT FOR DIVERSITY AND I
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 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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