AT&T's 139 year history of innovation is a story about people from all walks of life and all kinds of backgrounds coming together to connect people to their world … anywhere, anytime and on any device. It is our diverse, inclusive culture that welcomes all points of view and makes us who we are: a great place to work, a desired business partner and a committed member of the communities we serve. This inclusive culture is something we live every day; our employees expect it, and our customers and shareowners benefit from it.
Commitment to our Employees
We know that diverse, talented and dedicated individuals are critical to our success, so we look for people from various backgrounds and give them opportunities to grow. We have long been a leader in providing an inclusive work environment, offering performance-based rewards and creating a culture of excellence.
Our senior leaders are accountable for leading diversity initiatives as part of this philosophy. These leaders understand the value of inclusiveness — and all managers are taught a simple philosophy: We serve our customers better when we build diversity into all we do … and that positively impacts our customers and shareowners. AT&T's leadership in weaving diversity and inclusion into all its business operations is being driven from the top of the organization by the AT&T Chairman's Diversity Council. The council, led by AT&T Chairman and CEO Randall Stephenson, his direct reports and the company's chief diversity officer embeds diversity into a total business strategy. Each Council member spearheads numerous initiatives within their unit.
Our diversity initiatives are important. They underscore behaviors and actions managers can undertake to foster a positive, inclusive work environment, which leads to a great place to work … enhanced performance and increased profitability.
AT&T's diversity and inclusion management strategy aligns with our business goals and leadership priorities in key areas, including workforce inclusion, community impact, multicultural marketing and supplier diversity.
Our employee groups
AT&T currently supports 12 Employee Resource Groups (ERGs) and nine Employee Networks (ENs), with over 122, 000 combined memberships as of today! These groups play a key role in connecting us to the world around us and making a positive difference in people's lives within our company and across the globe.
Our 12 ERGs are nonprofit groups that provide support, advocacy, education, mentoring and more to groups ranging from culture populations within AT&T and our communities (such as African Americans, Asian Pacific Islanders, Hispanics/Latinos, Filipino Americans, Native Americans and Asian Indians) to military veterans, the disabled, members of the LGBT community, female employees, young and aspiring professionals within our company and those with years of experience.
In addition to our ERGs, we have twelve ENs that are also open to all employees. Organized around cross-functional diversity and ususally focused on specific business or professional development issues, they are created and managed by employees but are not formal nonprofit organizations. Download and review our D&I Annual Report for detailed information regarding our ERGs and ENs. (Appendix A)
We are committed to ensuring that all employees and members of the community can connect with their world, including those with communications challenges and medical disabilities. At AT&T, we provide resources and tools to employees so they can do their jobs.
We have strong relationships with Career Opportunities for Students with Disabilities and actively recruit college graduates with disabilities. Our AT&T Advisory Panel on Access & Aging (AAPAA) fosters relationships with the company's Employee Resource Groups (ERGs), including IDEAL (Individuals with Disabilities Enabling Advocacy Link) and AT&T Veterans.
Training and Career Development
At AT&T, our people are our company. That's why we're committed to providing employees with award-winning, state-of-the-art learning opportunities to support their career development.
We help our people grow and develop during their career by investing millions in employee training and as much as $24.4 million in tuition reimbursement. In addition, all of our employees receive ongoing performance and career development reviews.
We encourage management and non-management employees to take advantage of job-based training, tuition aid and various development programs to make sure their skills will take them where they want to go on their career path. Learn about the programs offered.