Diversity Executive - September 2008 - (Page 48)

sion, and it promotes accountability by tracking results and Sprint’s progress toward becoming a more inclusive workplace. Many of the metrics are proprietary, but the company shared some results: • In the ﬁrst quarter of 2008, membership in employee resource groups rose 31 percent, driven in large part by the February launch of the new veteran-focused employee resource group. • In 2007, the percentage of Sprint’s total spend with diverse suppliers rose. • Also in 2007, Sprint’s customer market share in the Hispanic market rose. – Deanna Hartley We cultivate a professional environment that mirrors the diversity of the consumers we serve and the markets in which we operate. – Phil Kent, Chairman and CEO, Turner Broadcasting System Inc. business advantage, and these endeavors are supported with a network of minority- and women-owned businesses. When it comes to programming, Turner Broadcasting makes sure the people who represent its brands are diverse, embodying the broadest range of age, gender, sexual orientation, race and ethnicity so that all viewers see a reﬂection of themselves. Additionally, Turner’s programs provide content that mirrors the interests of its global viewership. And to help maintain a diverse perspective, Turner offers training and development opportunities for employees at every career level. The media company also supports and sponsors national and local organizations that help develop minority professionals as leaders. At a more granular level, Turner Broadcasting has created business resources groups charged with leveraging their interests, experience and perspective to drive business results. Each group engages in a formal chartering process, in which it deﬁnes its mission and outlines project plans. Once the plans are approved, the groups receive company funding and are held accountable for achieving measurable results. To date, the company has chartered TurnOut (for LGBT employees), Turner Seasoned Professionals, Turner Women Today, Black Professionals@Turner, TurnerAsia, TurnerUno and Turner LEADS (Life Empowerment and Action with Disabilities and Special Needs). – Lindsay Edmonds Wickman Phil Kent Turner Broadcasting System Inc. People, programming and perspective are the fundamental pillars of success at Turner Broadcasting System Inc., a Time Warner media company, and diversity is an integral part of each. “Our diversity efforts are focused along [these] three dimensions,” said Phil Kent, chairman and CEO. “We cultivate a professional environment that mirrors the diversity of the consumers we serve and the markets in which we operate. We ensure that our networks and businesses reﬂect an unwavering commitment to quality and respect for the taste, intelligence and interests of our global audience. And we respect a multiplicity of experience and voices as central to our corporate identity.” Because its business is to understand and meet consumer needs for news, entertainment and animation content, Turner Broadcasting’s future is directly tied to its ability to attract diverse viewers to its programming and brands. As a result, diversity is one of the organization’s ﬁve operating principles that guide business operations and measure success. The other four principles are collaboration, branded environments, innovation and sustained growth. To ensure diversity permeates throughout the organization, Turner incorporates diversity into management of its global workforce of 9,500, as well as in programming and perspective. Within its workforce, Turner encourages an environment in which divergent voices and innovative thinking are celebrated: Leaders respect diversity as a 48 Diversity Executive | www.diversity-executive.com | September/October 2008 Ivan G. Seidenberg Verizon Communications Plenty of companies these days employ diversity and inclusion practices. But at Verizon Communications, the concept has a more central focus. Executives recognize the bottom-line impact of diversity and inclusion, and integrate them into the company’s overarching business strategy. “We manage diversity the way we do anything we truly care about as a business: with disciplined goals, a focus on results, a commitment to operating excellence http://www.diversity-executive.com

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Diversity Executive - September 2008 Editor's Letter Contents Leadership Connections Guest Editorial Diversity Executive Online 2042: A New Business Era Begins The Rules of Attraction Where to Look for Diverse Talent Like Minds Think Great Culture Teams Target Business Opportunities at Luxottica Retail Special Section Rebalancing Gender At ING Americas, the Color of Diversity Is Orange Profile Business Intelligence Case Study Strategies Advertisers' Index Editorial Resources

Diversity Executive - September 2008

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