As a leading global employer, we have a responsibility to strengthen and support diversity in the communities where we operate. We endorse the United Nations U. Standards of Conduct for Business, which offer a holistic framework of best practices to help combat discrimination based on sexual orientation and gender identity globally.
We signed the Hispanic Promise, a first-of-its-kind national pledge to hire, promote, retain and celebrate Hispanics in the workplace. These discussions, led by racial equity experts, helped build empathy and understanding for Black colleagues and communities of color. We support and obey laws that prohibit discrimination everywhere we do business. To create a culture of inclusion in our workforce, we encourage employees to join one or more of our 39 employee groups. We reached our goal to hire 20, veterans by ahead of schedule, and we remain focused on identifying new opportunities for veterans so they can continue to succeed in a variety of industries.
The program offers veterans an in-depth understanding of the media industry landscape and critical business functions, as well as a project-based curriculum designed to provide real-life, job-ready skills. To help keep all our employees safe, we secured more than 5 million pounds of pandemic-related supplies, including more than 5 million face masks, 9 million pairs of sanitary gloves and more than 3 million bottles of hand sanitizer.
To help safely return essential employees and contractors to work locations, the company developed and implemented a health screening based on CDC guidelines that has been taken more than 6 million times across 4 continents in 16 different languages.
Over the course of the year, we prioritized employee well-being by conducting 2 surveys to learn how employees were coping with the hardships created by the pandemic and whether there were issues or needs they wanted the company to address — such as concerns about returning to the workplace. Additional mental and physical health information and resources were deployed to help employees and their families practice better self-care, mindfulness and maintain optimal well-being.
We launched the How We Connect culture model to amplify our most effective corporate behaviors and adopt behaviors and expectations that will help us transform and empower employees to discontinue practices that get in our way. Rather than the traditional approach of receiving feedback only from a supervisor, an assessment of performance is completed by the employee and their supervisor, peers and direct reports to provide well-rounded insight. This shift has given us the insight needed to address the issues employees face in serving customers, moving faster, acting boldly and working together.
It has provided a roadmap for future improvement to our organizational culture and a solid metric for progress over time. Career discussions with employees may focus on short- or long-term career planning.
We encourage management and nonmanagement employees to be the strongest contributors and leaders possible through internal job-based and leadership development training, tuition aid and various external training and development programs. These efforts have led to reduced training time, improved employee performance, reduced operational costs and revenue growth as well as better talent attraction, engagement and retention metrics.
We closely monitor the number of employees who take advantage of these learning and development opportunities. Internal research shows that employees who have completed training are more likely to obtain a new job within the company than employees who have not done so. We enrolled approximately 47, students from 1, different schools and 23 different countries. More than , hours of training were completed on topics ranging from business and technical acumen to personal growth and professional development.
To learn about current and future employee skills development, visit our Building Digital Skills issue brief. We regularly adapt our compensation model to ensure fair and inclusive pay practices across our business. And we are committed to pay equity for employees who hold the same jobs, work in the same geographic area and have the same levels of experience and performance.
Together we share in something greater, do incredible things and live out our values. We make sure our employees have the training and education they need to thrive on their career journeys. This internal training organization offers required courses and electives to help our people to continue to upgrade their skills. Our goal is to host interns annually by We believe that technology can help students connect to the skills they need to succeed in high school and their careers.
Our work has reached more than 22 million students. Our people are empowered to go above and beyond. We're making meaningful contributions to the growth of diverse companies and communities. Ready to join a growing and supportive team at a modern communications and technology company? Job Category:. Confirm Email. Read more. The majority of employees in the telecommunications industry work as equipment and line installers and repairers, or customer service representatives. You need a Single Account for unlimited access.
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