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FIGURE 26 WAYS IN WHICH ORGANIZATIONS SUPPORT PEOPLE WITH DISABILITIES 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Public commitment to hire, train, and support people with disabilities Careers web site includes section on recruitment for people with disabilities 64% 80% 50% 50% 60% 50% Dedicated recruiting team 43% 60% 38% Employee affinity groups/ERGs 36% 40% 38% Internal training program designed specifically for people with disabilities 29% 20% 38% Mentoring programs 29% 40% 25% Senior-level champion for hiring, development, and retention efforts for people with disabilities 29% 40% 25% Sponsorship programs 0% 0% 0% Targeted leadership development programs 0% 0% 0% 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 45
BEST COMPANIES FOR WOMEN TO WORK Responses to the 2017 PAR Initiative survey were used to identify the leading MSOs and programmers. Scoring of participating organizations was based on a combination of quantitative and qualitative survey factors, with a larger weight going to quantitative factors. The quantitative factors measure how well an organization is performing in terms of attracting, promoting, and retaining women, while the qualitative factors measure how well an organization is performing in terms of putting in place policies and practices that support a diverse and inclusive work environment. The key quantitative factors included in the scoring were the representation of women and women of color in executive and management level positions and the degree of parity between men and women in terms of an organization’s promotion, hire, and exit rates. The key qualitative factors included in the scoring were company policies and practices that indicate a strong commitment to diversity and inclusion, as well as company policies and practices that specifically support PAR—i.e., pay equity, advancement opportunities, and resources for work/life integration. 2017 PAR BEST COMPANIES FOR WOMEN TO WORK PLATINUM GOLD SILVER BRONZE OPERATORS Comcast Corporation Cox Communications Midco Communications Mediacom Communications Corporation PROGRAMMERS PLATINUM NBCUniversal GOLD Scripps Networks Interactive SILVER Disney ABC Television Group BRONZE Discovery Communications 46 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 42 and 43: FIGURE 23 KEY RESOURCES FOR WORK/LI
Page 44 and 45: FIGURE 24 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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