AT&T
4
There are good reasons the telecommunications giant has been at the top of this list for the last three years and a mainstay on the list for most of the last decade. With its long history as a supplier-diversity leader, its increasingly inclusive workplace culture and its firm diversity leadership commitment from the top of the organization, AT&T is a model of consistent and sustain-
able diversity-management progress.
PROFILES 11–20
PROFILES 21–30
INDUSTRY
Technology,
Communications
MAIN
COMPETITORS
Verizon
Communications,
Qwest, Sprint
U.S.
HEADQUARTERS
U.S. EMPLOYEES
258,962
GLOBAL EMPLOYEES
294,600
GLOBAL REVENUE
$124.28 billion
COMPAN Y FAC TS
NO.
3
The DiversityInc
Top 10 Companies
for Recruitment &
Retention
NO.
2
The DiversityInc
Top 10 Companies
for Supplier
Diversity
NO.
1
The DiversityInc
Top 10 Companies
for Blacks
NO.
6
The DiversityInc
Top 10 Companies
for Latinos
DIVERSITYINC LISTS
It certainly starts with Chairman and
CEO Randall Stephenson. As the driving
force behind AT&T’s involvement with
Project Aspire—which is having
a dramatic impact on the high-school-dropout rate, particularly
for Latino and Black students—
Stephenson ensures his organization stands behind the values it
espouses. His personal involvement in that initiative and others
directly related to long-term
equity, such as his chairing of the
NAACP’s Corporate Campaign,
puts him at the top of the list for CEO
commitment.
Stephenson showed his commitment
to diversity’s impact on his business in his
last two appointments of chief diversity
officers, both women who had significant roles in running the business. Cindy
Brinkley, who took over in 2008, previously
headed the state of Missouri region. Her
successor, Debbie Storey, is an operations
leader expected to push AT&T’s impressive
diversity efforts even further.
The company has improved work-
place diversity on several fronts. Strong
PROFILES 31–40
LEADERSHIP
mentoring programs involving managers
from the highest level of the organization on
down are aiding with talent development.
The 10 employee-resource groups
are a critical part of the recruitment
process, as well as on-boarding and
talent development.
AT&T University, a remarkable
learning center at the company’s
Dallas headquarters, is used for
leadership development and to
address vital diversity issues, such
as generations in the workplace,
Both globally and domestically, AT&T
is a company that stands behind its val-
ues. Its partnership with Peace Through
Business is empowering and saving women
in Afghanistan and Rwanda. In the United
States, 59 percent of its philanthropy is
directed at multicultural organizations and
49 percent of its senior executives sit on
boards of multicultural nonprofits.
RANDALL STEPHENSON • CHAIRMAN AND CEO
At AT&T, diversity at every level of our company
is the key to our success. It helps spark innovation,
elevate customer care and strengthen
connections to the communities we serve.
DEBBIE STOREY • SENIOR VICE PRESIDENT, TALENT DEVELOPMENT
AND CHIEF DIVERSITY OFFICER
AT&T has long viewed excellence in diversity management as a business
imperative, plain and simple. Our commitment to valuing diversity and
fostering inclusion has enabled us to focus increasing attention on a wider
array of attributes, particularly generational diversity, to attract and
retain talent and serve our growing global customer base.
