Page 96 - Forbes - USA (October 2019)

PROMOTION

governance chairs of corporations grow in numbers. The ELC’s programs, talent pool is many layers deep, reten-
in Atlanta for the express objective created by The ELC’s Institute for Lead- tion rates improve.
of increasing the representation of ership Development and Research, In collaboration with McKinsey
African Americans on the boards of institutionalize that vigilance. & Company, the Institute holds an
publicly traded companies. The ELC/ “Our pipeline development programs annual C-Suite Academy, gathering
AADF-Atlanta aims to replicate the prepare younger leaders for more senior black senior executives who aspire to
success of the inaugural AADF held roles and even greater opportunities to C-suite roles, reporting directly to the
in 2017 in Pittsburgh, which directly contribute to our broader community,” CEO, or who simply want to improve

influenced an impressive eight board VD\V 6SULJJV 7KH EHQHŻWV WKDW DFFUXH their influence and effectiveness in
appointments. to those who attend accrue equally to their interactions with C-suite execu-
The next step, Dexter says, will be their corporations; when a company’s tives. The most recent Academy was
The ELC’s “inside game” strategy: “We
are purposefully connecting our mem-
bers already on boards with our board
cohort member talent, so they feel com-
fortable referring them when openings
occur.” This pool is ready for any slate
of candidates. Our pipeline development programs

1(;7Ž*(1(5$7,21 3,3(/,1( prepare younger leaders for more senior
The ELC knows that achieving those few
top positions is not reaching the North roles and even greater opportunities to
Star. It merely signals the vigilance nec-
essary for black corporate leaders not FRQWULEXWH WR RXU EURDGHU FRPPXQLW\ ř
only to continue developing but also to

AT&T: We’re Pushing Our

Bar Even Higher

We champion diversity and inclusion in all we do, from “ We p r o v i d e
bringing in the best talent, to providing innovative devel- a culture in which
opment opportunities, to giving our employees a voice a l l e m p l o y e e s
—all to support them and our business each day. can realize their
Recognizing our efforts, DiversityInc this year honored highest potential,”
us with No. 1 rankings on its overall Top 50 Companies for says Kirk McDonald,
Diversity list and on three of its supporting specialty lists— chief marketing officer
COREY ANTHONY,
talent acquisition, mentoring and sponsorships. of Xandr and newest
Senior Vice President, HR, and
“Our diverse and inclusive culture grows stronger AT&T ELC m e m b e r. &KLHI 'LYHUVLW\ 2IŻFHU $7 7

each year because we embrace new ideas, encourage “We know that diverse
innovation, challenge assumptions and disrupt the status perspectives and experiences at all levels spark keener
quo,” says Corey Anthony, senior vice president of HR and insight, broader ideas, stronger teamwork and a better
FKLHI GLYHUVLW\ RIŻFHU understanding of others’ needs.”

This spring, we launched a new, six-month development In becoming a modern telecommunications media
program exclusively for our high-performing African and technology company, our diversity and inclusion
American leaders—the Executive Black Leadership efforts are now more multidimensional in depth and reach.
Experience (EBLE). It features strategic workshops and Through the 250,000 unique individuals that comprise our
matches participants with advocates and sponsors to workforce, we work cohesively as a company to inspire
deepen their exposure and engagement with leaders human progress.
companywide. EBLE reflects our commitment to push
our bar even higher as a corporate pacesetter in pipeline To learn about a career at
diversity and talent development. AT&T, go to https://att.jobs/
careers.

6 | DIVERSITY