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FIGURE 23 KEY RESOURCES FOR WORK/LIFE INTEGRATION 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Child care referral service is offered 79% 83% 87% Elder care referral service is offered 75% 67% 87% Flextime is offered 71% 67% 67% Telecommuting on a part-time basis is offered 71% 50% 80% Telecommuting on a full-time basis is offered 63% 50% 67% Backup childcare services (unexpected event) / bring child to work in emergency is offered 54% 50% 60% Shift flexibility is offered 54% 83% 47% Compressed workweeks is offered 38% 50% 40% Job sharing is offered 33% 17% 47% Child care center (on-site or near site center) is offered 25% 17% 33% On-ramping for elder care givers or parents reentering workforce is offered 13% 0% 20% 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 41
OTHER DIMENSIONS OF DIVERSITY Respondents were asked to provide information on the ways in which their organizations support LGBTQ employees in the workplace, veterans returning to the civilian workforce, and people with disabilities. LGBTQ EMPLOYEES IN THE WORKPLACE Across respondents, the most common ways in which organizations support LGBTQ employees in the workplace are supervisory training that includes sexual orientation and gender identity as topics (77%), LGBTQ-focused employee affinity groups or ERGs (69%), and a publicized commitment to LGBTQ employees (69%) (see Figure 24). Relatively few organizations have sponsorship programs (8%), mentoring programs (15%), or targeted leadership development programs for LGBTQ employees (23%). Programmers are more likely to have a seniorlevel champion for LGBTQ hiring, development and retention efforts (44% for programmers vs. 25% for MSOs). VETERANS RETURNING TO THE CIVILIAN WORKFORCE Looking at veterans, the most common ways in which participating organizations support veterans returning to the civilian workforce are through a careers web site that includes a section on veteran recruitment (80%); a public commitment to hire, train, and support veterans (67%); and a senior-level champion for veteran hiring, development, and retention efforts (60%) (see Figure 25). Furthermore, almost half of organizations have veteran-focused employee affinity groups/ERGs and almost half have a dedicated recruiting team. Sponsorship programs designed specifically for veterans are relatively uncommon (20%) and no participating organizations report having targeted leadership development programs for veterans. Sixty percent of the responding MSOs have veteran-focused mentoring programs, compared to 22% of programmers. Moreover, 42 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 40 and 41: FIGURE 21 PAY EQUITY 2017 INDUSTRY
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
Page 61: 2000 K STREET, NW SUITE 350 WASHING

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