Developing a cohesive Diversity, Equity & Inclusion strategy, and roadmap of activities within the scope of Talent and Org Development.

As a starting point to our DEI journey, the Talent and Org Design Center of Expertise (COE) determined that it was essential to look at the employee life-cycle with a DEI lens and embed DEI best practices and principles (see image 1.0). Highlights of these actions are detailed below.

Attraction & Recruitment

In 2021, there were three focus areas in the first step of the employee life-cycle;

• The Global Talent Acquisition team implemented artificial intelligence and machine learning tools (e.g., Textio) to remove biased language from job posts and increase our pipeline of diverse talent.
• In collaboration with a Business Advisory board of company Leaders, Talent Acquisition developed an Early Career DEI recruitment strategy with a formalized internship and graduate rotational program (launch in 2022). In 2022 they plan to increase intern diversity by 10% or more. To increase the candidate diversity pool, they will increase participation at universities with diverse student populations and look at alternative programs to attract more diverse students.
• Lastly, the team developed training for hiring managers and recruiters focused on unconscious bias and diversity hiring, and they plan to increase focus and resources in 2022.

Hiring & Onboarding

CommScope has a global onboarding program for all salaried employees, managed by our Employee Experience (EX) department and their project teams. In 2021, they embedded DEI learning content in new employee onboarding collateral. Topics discussed included information on unconscious bias, allyship, inclusion, and an introduction to our ERG groups: Diversity Inclusion Business Network (DIBN) and RISE Network for early career employees. All new employees are invited to become members of the DIBN and RISE and get involved in related activities.

Learning & Development

There were several areas within the learning and development phase where we created, embedded, or enhanced DEI content.

• DEI content was curated, launched, and communicated to global salaried employees in 2021. The Talent department created flagship learning on DEI in our digital learning platform, THRIVE.
  • Content included information on unconscious bias, equity vs. equality, inclusive language, inclusive leadership, allyship, and mitigation of bias.
  • The information is presented as a learning path where users can explore curated content, including videos, book reviews, and presentations created by CommScope.
• Unconscious bias and mitigation of bias were also incorporated into CommScope's existing employee and manager development toolkits.
• The Learning & Development team aligned digital learning campaigns to our global diversity observances calendar as identified by our ERG, DIBN. Global diversity observances noted and celebrated within THRIVE included Black History Month, Women's History Month, International Women's Day, PRIDE, and Global Diversity Awareness Month.

Performing & Coaching

• Learning content was curated and communicated to managers as part of the company's annual performance management cycle. Content was delivered in a learning pathway on THRIVE, our digital learning platform, and was seamlessly integrated into existing guidance. Content included the impact of bias on performance ratings and how to manage bias in the Year-End performance review. This content was the most viewed material in THRIVE in 2021, with over 2,000 views.

Rewarding & Recognizing

• Gender Diversity and career progression data was presented to Executives in the annual Organizational & Leadership Review (OLR) meeting in October 2021. The data highlighted our top female talent's strong capabilities and achievements, resulting in Executive Leader sponsorship of hi-po female leaders for 2022 external leadership programs with our partner organization, Women in Cable Technology (WICT).

The launch of our Early Career DEI recruitment strategy resulted in a 31% increase in diverse interns. Secondly, our Executive Leadership Team is committed to sponsoring two (2) senior hi-po female leaders for WICT's Betsy Magness Leadership Institute Program in partnership with the Center for Creative Leadership (CCL). 

Pooja Patankar (Senior Talent Manager)