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Cox Ranked 18th in Top 50 Companies for Diversity
Cox Communications has continued to show why it’s the best service provider in America after ranking eighteenth on the 2016 Top 50 Companies for Diversity list.
The announcement was made officially by DiversityInc at the diversity and inclusion’s keystone event held at Cipriani Wall Street on April 19. DiversityInc’s annual survey – tracking the nation’s top companies when it comes to hiring, retaining and promoting women, minorities, people with disabilities, LGBT and veterans – is the most rigorous, data-driven survey of its kind, gauging detailed demographics based on race/ethnicity and gender at some of the largest U.S. employers.
“At Cox, we believe that creating a culture of inclusion builds diversity. We place a big emphasis on leadership involvement in diversity and inclusion and we are proud to see our efforts once again being recognized on DiversityInc’s prestigious Top 50 Companies for Diversity list,” Len Barlik, the company’s executive vice president and chief human resources officer said in a press release.
“With more than 1800 companies considered, Cox’s rank in the top 20 for the second straight year, as well as our position on two of DiversityInc’s specialty lists – Mentoring and Diversity Councils, is very rewarding.” Luke Visconti, the DiversityInc’s founder and CEO paid tribute to President Pat Esser and his team for continuing to push Cox Communications to be an employer of choice and a thought leader among companies committed to making strides in diversity and inclusion.
Companies with more than 1,000 U.S.-based employees are eligible to enter, and there is no cost to compete. Each company’s rank is based on an objective analysis of 183 separate factors, based on data from a 300-question survey. The four equally weighted areas of measurement are talent pipeline, equitable talent development, and CEO/leadership commitment and supplier diversity. The mission of DiversityInc is to bring education and clarity to the business benefits of diversity.
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