2008 Best in Class: Workforce Diversity - nonprofit/government



Time Warner Cable Time Warner Cable (TWC) of Northeast Ohio continues its strong commitment to maintaining diversity in its workforce, its supply chain and in its community involvement. This is the third consecutive year that the company has won this award. Thirty-two percent of TWC‘s regional employees are minority individuals compared to the 21.8 percent average among for-profit participants in the 2008 Greater Cleveland Employers Survey on Diversity. In addition, 39 percent of the company’s new hires were minority individuals (up from 34 percent in 2007), 24 percent of its non-senior managers (up from 23 percent in 2007), and 32 percent of its full-time employees were minority individuals (as in 2007). Effective strategies include:  

  • Each manager has diversity goals with monetary rewards tied to achievement.  Goal achievement is supported through Equal Employment Opportunity management training and recruiters focused on ensuring a strong supply of minority applicants.  Results of TWC’s semi-annual diversity audit are evaluated against business plan goals and objectives and shared with managers.  
  • TWC of Northeast Ohio’s cross-functional diversity council, including management and nonexempt employees, is responsible for accomplishing measurable diversity impact for the division. A joint meeting for all divisional councils is held five times a year to review advances, best practices and forecasts in diversity and inclusion.  The council also sponsors a mentoring program for new hires.  
  • The company uses nontraditional sources of applicants and candidates and fosters close active relationships with these sources through ongoing communication, luncheons and meetings. Sources include minority vendors, specialized staffing agencies, and community organizations in every county that TWC of Northeast Ohio serves. Monetary rewards are also given for employee referrals of diverse candidates.  
  • Outcome data is tracked on recruitment activities, including those at minority colleges, job fairs, and through minority publications.  In 2008, 20 percent of the total new hires came from these sources. The company also has aggressively recruited minority applicants for its summer internship with opportunities for permanent positions.  
  • TWC of Northeast Ohio’s diversity policy is clearly worded, comprehensive and posted on both its Web site home page and on its intranet.  

    Steve Fry“Diversity and inclusion are part of the fabric of Time Warner Cable. It’s a commitment and an attitude impacting the way we involve, understand and meet the needs of our employees, customers and communities. An open environment blends the experiences, cultures, influences, languages and perspectives of our employees and customers into everyday business practices. It is the framework that helps us compete in today’s multicultural marketplace.” 
     Stephen R. Fry, president, Time Warner Cable of Northeast Ohio