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Currently, 38% of executives and senior-level managers in the industry are women. This figure is higher than the four national benchmarks, which range from 21% to 30%. Female representation among executives and senior-level managers at MSOs is 27%, which is comparable to the national benchmarks; while female representation among executives and senior-level managers at programmers is 49%, which far exceeds the national benchmarks. Thirty-six percent of entry and mid-level managers are women. This figure is comparable to the national benchmarks, which range from 35% to 39%. Representation of women among entry and mid-level managers at MSOs is 32%, while the representation at programmers is 46%. The former figure is below the national benchmarks, while the latter figure is substantially above the national benchmarks. For participating organizations, 36% of professionals are women. This figure is on the low end of the national benchmarks, which span from 35% to 53%. For MSOs, 32% of professionals are women, which is below the national benchmarks. For programmers, 43% of professionals are women, which is comparable to the national benchmarks. Looking at the boards of directors of industry companies, 28% of board members are women. However, this figure is skewed upwards by the relatively high representation of women on the boards of non-profit organizations that participated in the survey. Looking at MSOs and programmers, the percent of board members who are women is 12% and 23%, respectively. In comparison, women constitute 21% of board directors among S&P 500 companies. 4 Examining the 19 organizations that participated in both the 2015 and 2017 NAMIC and WICT surveys (i.e., “survey-over-survey” participants) shows that the representation of women in the industry has increased by five percentage points over the past two years for executives and senior-level managers, and has remained relatively stable at other levels (see Figure 3). Female representation among MSOs is down by three percentage points for board of directors and relatively stable for other levels. Among programmers, female representation is up for board of directors as well as executives and seniorlevel managers. Conversely, representation is down by two percentage points for entry and mid-level managers and stable for professionals and for the workforce as a whole. FIGURE 3 CHANGE IN REPRESENTATION OF WOMEN, 2017 VS. 2015 2017 INDUSTRY 2017 OPERATORS 2017 PROGRAMMERS Board of directors 1 pp -3 pp 7 pp Executives and senior-level managers 5 pp 1 pp > 10 pp Entry and mid-level managers -1 pp 0 pp -2 pp Professionals 0 pp 0 pp 1 pp Overall workforce 0 pp 0 pp 0 pp Values in the table are percentage point changes in representation between 2015 and 2017 for the 19 “survey-over-survey” participants. Values have been rounded to the nearest whole percentage point. The greater than ten percentage point increase of women at the executive/senior manager level among programmers was influenced by an internal shift in how one organization reported it from 2015 to 2017. 4 Spencer Stuart. Spencer Stuart U.S. Board Index 2016, 2016, available at https://www.spencerstuart.com/research-and-insight/spencer-stuart-board-index-2016. 2017 WICT PAR INITIATIVE EXECUTIVE REPORT 7
REPRESENTATION OF WOMEN OF COLOR The results from the 2017 PAR Initiative survey show that women of color currently constitute 16% of the overall workforce (see Figure 4). Representation for MSOs and programmers is similar at 16% and 17%, respectively. These figures are comparable to the national benchmarks, which range from 15% to 19%. Twelve percent of executives and senior-level managers are women of color. This figure is substantially higher than the national benchmarks, which range from 3% to 6%. The representation of women of color executives and senior-level managers at MSOs is comparable to the national benchmarks at 5%. The representation of women of color executives and senior-level managers at programmers is 18%, which considerably exceeds the national benchmarks. Presently, 12% of entry and mid-level managers are women of color, which is towards the high end of the national benchmarks, which range from 10% to 12%. Representation of women of color for MSOs stands at 11%, which is comparable to the national benchmarks. Representation of women of color for programmers stands at 15%, which exceeds the national benchmarks. FIGURE 4 PERCENTAGE OF EMPLOYEES WHO ARE WOMEN OF COLOR BOARD OF DIRECTORS EXECUTIVES AND SENIOR-LEVEL MANAGERS ENTRY AND MID-LEVEL MANAGERS PROFESSIONALS OVERALL WORKFORCE 2% 3% 4% 5% 0% 5% 10% 15% 20% Percentages have been rounded to the nearest whole percent. 11% 12% 12% 12% 14% 15% INDUSTRY OPERATORS PROGRAMMERS 16% 16% 17% 18% 18% For participating organizations, 14% of professionals are women of color. This figure is towards the high end of the national benchmarks, which range from 12% to 15%. For MSOs, 12% of professionals are women of color, which is similar to the national benchmarks. For programmers, 18% of professionals are women of color, which exceeds the national benchmarks. Examining women of color on boards of directors, women of color constitute 4% of board members at cable telecommunications companies, which is comparable to national benchmarks, where 4% 8 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 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 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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