Most Influential Minorities
_{Celebrating Diversity in 2014}

Approaching his one-year anniversary at NBCU, Conde continues to oversee the company’s international business, which includes film and TV distribution, home entertainment distribution, channels, film and TV production, theme parks and news. Potential new hires take note: Conde looks for an exemplary track record in a candidate’s past or profession, an underlying passion and the ability to adapt to changing dynamics while still being a team player. Conde has won many mentors, but one in particular stands out. “I observed first-hand how former Secretary of State Colin Powell led and managed a large organization during complex times, and I’ve carried that lesson with me throughout my career,” he says. What does he see as cable’s biggest emerging trend? “The increased usage of TV Everywhere. It will be exciting to see how it continues to evolve.”

Who has been your strongest mentor, and why?  

I don’t have one mentor – I have learned a tremendous amount from many people. However, former Secretary of State Colin Powell does stand out. Working with him, I observed first-hand how he led and managed a large organization during complex times, and I’ve carried that lesson with me throughout my career.

What qualities do you look for when making a new hire?

I look for an exemplary track record in a person’s past chosen roles or profession, an underlying passion for what they do, and the ability to adapt to changing dynamics while being a team player.

Name one emerging trend in cable we should all have our eye on. 

The increased usage of TV Everywhere by consumers is notable as audiences want to access high quality content anytime, anywhere, on the device of their choice. With the offerings and accessibility of TV Everywhere expanding, it will be exciting to see how it continues to evolve.

Since joining TWC in January, Jain has kept customers foremost in mind while overseeing residential, business and media services. Whether he’s involved in product development, content acquisitions, news or local and regional sports, he always focuses on priorities. “Surprisingly, good ideas are a dime a dozen. Good execution is rare,” he says. “To execute well, you need to be able to focus. Doing less is the key to focus and good execution. But to do less, you must figure out how to prioritize, and that is easier said than done. Show me a company that knows how to prioritize well and I will show you a company poised to make things happen.”

What’s been your company’s biggest innovation this year?

Prioritization.  Surprisingly, good ideas are a dime a dozen.  Good execution is rare.  To execute well, you need to be able to focus.  Doing less is the key to focus and good execution.  But to do less, you must figure out how to prioritize, and that is easier said than done.  Show me a company that knows how to prioritize well and I will show you a company poised to make things happen.

Who has been your strongest mentor, and why?

I am the son of two professors who grew up in a college town full of people with things to teach.  As a result, I learned to collect mentors at an early age.  One of life’s greatest pleasures, to me, is to learn something new.  In life, therefore, I could never narrow down my list to just one person, for I have had far too many mentors and such an act would not do justice to those I did not choose.

In business, similarly, I have always found great mentors.  I am proud to be able to call people like Amos Hostetter or Michael Willner “mentors” in US Cable.  Or a guy named Barclay Knapp when I worked in the UK.  But some of my greatest learning has come from guys with whom I worked closely as peers or even from those who worked for me.

What qualities do you look for when making a new hire?

I live in fear of not seeing the full truth.  But as an individual, there is no way to see the full truth without help from others.  And the more different those other perspectives may be, the more clearly all those views can be pieced together to form the truth.  That, in a nutshell, is why I think diversity is so important in our industry (or any industry).  Otherwise, you may find yourself in a “bubble” with no clear sense of why you are not performing as you wish to be.

Therefore, when recruiting, I look for “truth-tellers” and people unafraid to stand up for what they believe even if— nay “especially if”— they disagree with me.  I can be an opinionated sod, but I know that I am not omniscient.  I value having people strong enough around me to help me see the truth.  While it can be a pain to have strong minded team members who may not see eye to eye, when those differing viewpoints come together as a team, it is a pretty cool thing.

Lee’s vision and leadership drive BET Networks’ continued dominance as the No. 1 entertainment brand for African American viewers. In March, BET reached more African American adults 18-49 than any network in cable, cementing the BET’s position as a top 20 cable network for all adults 18-49. Her programming vision for 2014-15 includes bringing more original content to the network through new shows, feature films, strong talk show acquisitions and an exclusive co-production deal with Queen Latifah’s Flavor Unit Entertainment to produce new content for Centric. Regarded as one of the nation’s top executives as well as a pioneer among women, Lee applies her expertise in law, business management, media relations and the arts to broaden BET Networks’ viewership while expanding its cultural influence, leading to consistent increases in ratings and revenue.

Tuzon and her team have been busy this year leading Fox’s legal challenges in taking the fight to ad-skipping feature DISH Hopper and the Aereo streaming service, but she’s already looking ahead to expanding digital initiatives and content opportunities, especially with the growing sports platform. A well-respected mentor herself, Tuzon says her father, a farm worker and immigrant from the Philippines, was also one of her best mentors. “All we heard growing up was an unwavering confidence in hard work and education opening every door,” she says. “Although he passed away when I was 22, his belief in the fairness, opportunity and obligation to help others in America has always guided me.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity means openness to all others and embracing a diverse workplace. The key to doing that is not simply in  hiring but nurturing, mentoring and promoting to retain talent and to provide career paths for team members.

Who has been your strongest mentor, and why?

My dad was a farmworker and immigrant from the Philippines. All we heard growing up was an unwavering confidence in hard work and education opening every door. Although he passed away when I was 22, his belief in the fairness, opportunity and obligation to help others in America has always guided me.

What qualities do you look for when making a new hire?

In hiring, promoting and nurturing talent,  I  look for bright people with a great work ethic and an eagerness to learn and truly be part of a team. We have very high standards that are not just dependent  on a traditional resume or a pedigree. And interestingly  we also have the most diverse group of professionals at Fox Networks Group.

After launching TV Everywhere to more than 70% of Scripps Networks Interactive’s customers—and receiving a Vanguard Award last year —Ahn and his team are already working to redefine the video experience across all platforms. He credits a series of mentors for helping him reach his potential, including John Lansing, Bridget Baker and David Zaslav. “I’ve been very fortunate throughout my career to have worked for some remarkable leaders. Each of these industry superstars has given me game-changing guidance and empowered me to excel at my job,” he says. “They pushed me to stretch beyond what I believed I could do. I am indebted to them, and I try to pass along to others what they gave me.”

Who has been your strongest mentor, and why?

I’ve been very fortunate throughout my career to have worked for some remarkable leaders including John Lansing, Bridget Baker and David Zaslav. Each of these industry superstars has given me game-changing guidance and empowered me to excel at my job. They pushed me to stretch beyond what I believed I could do. I am indebted to them, and I try to pass along to others what they gave me.

What qualities do you look for when making a new hire?

I try to look for someone who has a lot of passion and curiosity; someone willing to put in the effort required to achieve whatever the task is to his or her fullest ability.

Name one emerging trend in cable we should all have our eyes on.

The continued convergence of video content between television and the internet. Our business continues to evolve into a multi-platform connected experience.

OWN founder Winfrey is more than a go-to host; she’s also a hands-on executive at the network and Harpo Studios. Under her guidance, OWN’s programing slate has added even more scripted series and two TV movies: Darlene Love biopic “My Name is Love” and “Tulsa,” based on the little-known Tulsa Race Riots. Her passion for teaching fueled the growth of online e-courses that give viewers a chance to dig deeper into subjects seen on OWN. This fall she’ll start the eight-city Oprah’s The Life You Want Weekend arena tour focusing on topics important to OWN viewers. And she continues to think outside the box. This year Winfrey partnered with Starbucks to create Oprah Chai tea; all of her proceeds from the tea support youth education causes.

As the man in charge of digital media for all Disney/ABC Television Group, Cheng works to find new ancillary digital revenue streams to support Disney-ABC’s broadcast and cable networks. Primetime, daytime, news, kids shows, even online original programming—yep, the entire Disney-ABC portfolio—is now available via TV Everywhere thanks to Cheng’s efforts. “As an industry, attention should be paid to the evolution of original programming developed on and for the Internet that’s distributed through cable’s broadband pipes,” he says. “It’s attracting meaningful audiences, and we should all be thinking about the long term strategic opportunities and implications.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity means having a dynamic, collaborative and innovative working environment that allows for a wide spectrum of ideas, stories and solutions to have a voice.  If we are committed to ensuring that our management and employee base reflects the mindset and experiences of the consumer base we serve, we can develop and maintain a competitive edge.

What’s been your company’s biggest innovation this year?

Fully realizing the concept of TV Everywhere across our entire portfolio (launching WATCH ABC, WATCH ABC Family) and premiering new programming on and new versions of WATCH Disney Channel, WATCH Disney XD, and WATCH Disney Jr.

Name one emerging trend in cable we should all have our eyes on.

As an industry, attention should be paid to the evolution of original programming developed on and for the Internet that’s distributed through cable’s broadband pipes.  It’s attracting meaningful audiences and we should all  be thinking about the long term strategic opportunities and implications.

Brand new to the role of Telemundo Network president, Silberwasser leads the network as well as its in-house production arm, Telemundo Studios. He’ll work closely with the Hispanic Enterprises and Content senior team and the network’s leadership in developing growth strategy, with a spotlight on increased market share and profitability. As the former EVP and chief content officer for Discovery Networks International, Silberwasser led the charge in DNI’s international expansion. Under his watch, Discovery’s programming continues to go global and now amounts to 185 international networks in more than 220 countries worldwide. He finds diversity extremely important, both on and off screen. “As a broadcast network, we’re here to serve a broad audience. Thus, we need to accurately reflect how they look, how they think, and what they believe in,” he says. “That requires variety in our pool of writers, producers, designers and decision makers, in addition to screen talent.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

It is extremely important to have diverse talent on and off screen. As a broadcast network, we’re here to serve a broad audience.  Thus, we need to accurately reflect how they look, how they think, and what they believe in. That requires variety in our pool of writers, producers, designers and decision makers, in addition to screen talent.  After all, we work in a creative and highly competitive industry…Diversity is not just the right thing, it’s also smart business. To ignore it would be a big mistake.

What qualities do you look for when making a new hire?

When I’m hiring, I look for someone who is smart (intellectually and street-wise), as well as someone with a proven track record of new ideas, creativity and collaboration.

Name one emerging trend in cable we should all have our eye on.

New technologies have changed the way people watch television.  The ability to consume content on demand and on multiple devices is forcing all of us to innovate and create better and bigger content to breakthrough and aggregate audiences. The result is that the quality on TV today is better than ever before.

Rone’s responsibilities are widespread, but this year he led the complete rebranding of Time Warner Cable’s local news, sports and community networks. He also played a pivotal role in launching SportsNet LA, the regional television network of the Los Angeles Dodgers. Rone is keeping a close eye on consolidation, both among distributors and programmers. He says former Disney exec John Cooke taught him a lot by example. “While either in meetings with John or traveling, I learned so much about industry players, dealings and relationships.” As the industry continues to evolve and shift, Rone says he looks for some key qualities in any new hire: “Passion, interpersonal skills, teamwork and a sense of urgency.”

Who has been your strongest mentor, and why?

John Cooke, former Executive Vice President of Corporate Affairs for the Walt Disney Co. While either in meetings with John or traveling, I learned so much about industry players, dealings and relationships. John cultivated relationships around the world such that whenever he was presented with an opportunity or someone in need of help, John always had someone one phone call away who could facilitate successful resolution quickly.

What qualities do you look for in a new hire?

Passion, inter-personal skills, teamwork and a sense of urgency.

Name one emerging trend in cable we should all have our eyes on.

The continuation of industry consolidation – both for distributors and programmers.

The cable industry certainly has yet to complain about Powell’s strong and confident leadership, evidenced this past winter when it bestowed upon him a new three-year contract. An avid proponent of an open Internet, Powell keynoted this year’s Cable Show to caution against governmental regulation of the Internet and cable TV. “It is the Internet’s essential nature that fuels a very heated policy debate that the network cannot be left in private hands and should instead be regulated as a public utility,” he said. “We need to continue to build a faster and open Internet [and] to continue to produce content that entertains, informs and delights. We need to keep prices reasonable and the value of our services high.”

White’s mantra is “working together to win together,” which exemplifies the team culture he has embedded in Comcast’s West Division. In the last year, his team successfully completed the rollout of the sought-after X1 Operating System in all markets, and White developed a recognition program encouraging each West Division employee to work to decrease contact rate and enhance customer service. When it comes to diversity, “we must continue to strive to gain/maintain an external view and encourage guests from outside our industry to provide a perspective,” he says. Meanwhile, White holds regular meetings with employees throughout the West Division as a key way of understanding what’s going on in the trenches.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

An environment where every viewpoint is welcomed and encouraged. We must continue to strive to gain/maintain an external view and encourage guests from outside of our industry to provide a perspective.

What’s been your company’s biggest innovation this year? 

Our continued evolution of X1.

Who has been your strongest mentor, and why?

My mother, she taught me through hard work, strong faith and commitment to excellence you can achieve.

What qualities do you look for when making a new hire?

Smart, hardworking and hungry.

Name one emerging trend in cable we should all have our eye on.

It’s not new, but critical, we need creative ways to solve customer issues and create a unique experience.

With Allen at the helm of Entertainment Studios, its cable division has sailed to infinity and beyond. The company’s seven HD cable networks have secured distribution on myriad cable systems in the past year—including Buckeye, CenturyLink and RCN, to name just a few—and we hear that several more big domestic agreements are now in the works. Then there are Allen’s global ambitions, punctuated by ES’ first international distribution deal with Swift in Australia. Next up? Africa. And this bold and ambitious exec shows no signs of slowing down. He draws inspiration from his mentor Al Masini, whom he calls “a television genius and icon.” The creator of “Entertainment Tonight,” “Star Search” and “Solid Gold” has shared wisdom with Allen for more than 30 years. “One of the things Masini taught me: Watch television, figure out what’s not there and put it there,” Allen says. Wise advice, indeed.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

The definition of true diversity is significant equity inclusion. Cable operators are spending 50 billion dollars a year to license cable networks, of which very little is spent with minority-owned companies, which translates to jobs and careers deep into our communities. The inclusiveness needs to be substantially economic, and long-term.

What’s been your company’s biggest innovation this year? 

The further development of out Over-The-Top Television Everywhere content platform: SMARTTV.COM

Who has been your strongest mentor, and why?

Al Masini, a television genius and icon, who created Entertainment Tonight, Star Search and Solid Gold. I was fortunate enough to meet him when I was 19 years old and have him share his wisdom with me for over 30 years. One of the things Masini taught me: “Watch television, figure out what’s not there, and put it there.”

What qualities do you look for when making a new hire?

Someone who is bright, enthusiastic and positive.

Name one emerging trend in cable we should all have our eye on.

The consolidation of media at the expense of true diversity and widely-distributed voices.

Gaston joined Comcast in 1996 and now provides day-to-day support to the company’s operating departments at headquarters, and in each of the three divisions. His cable law department provides legal support across a wide range of subjects including commercial contracts, content acquisition, customer service, litigation, marketing and advertising, patent prosecution, and piracy. He also finds time to give back, serving on the board of directors of the Philadelphia Diversity Law Group, an organization committed to fostering participating of a more diverse group of lawyers in the greater Philadelphia region. Not only that, he’s an adjunct professor of law at Villanova University School of Law and is a member of the school’s Board of Consultors.

Lopez oversees operations for all 300-plus Fox International Channels, but during the past year his efforts to expand the company’s sports channels has transformed Fox International Channels into the biggest sports broadcaster in the world. The company’s sports programming now reaches 72.3 million homes in 88 countries outside the U.S. Not only is the multi-lingual Lopez an experienced businessman, his uncanny ability to relate to different cultures strengthens the reach of all FIC channels. When considering new hires, Lopez says he looks for “character, curiosity and a track record.”

What qualities do you look for when making a new hire?

Character, curiosity, and a track record.

Name one emerging trend in cable we should all have our eyes on.

Technologies that are trying to disrupt the set top box.

Hernández recently transitioned into the role of CMO for NBCU’s Hispanic Enterprises and Content from her long-held position as COO of Telemundo Media. And she hasn’t looked back. In her new role, she’ll oversee the team that drives Telemundo integration across the entire NBCU portfolio. She’ll continue to run marketing and consumer research as well and will lead partnership development strategies across all NBCU platforms. As COO of Telemundo Media, she was behind Telemundo’s major rebrand, its domestic revenue, integrated marketing and branded entertainment, and supervised mun2 as well. Hernández is excited about the company’s “total market” approach, which focuses on reaching Hispanics across all of NBCU and Telemundo properties. And she counts her parents as her greatest mentors: “They always told me to believe and go for it. Having that conviction can get you anywhere.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is an essential ingredient to success…for cable and for all businesses.  It is the America we live in.

What’s been your company’s biggest innovation this year?

Our Total Market approach to reaching Hispanics across all of NBCU and Telemundo properties.

Who has been your strongest mentor, and why?

My parents. They always told me to believe and go for it… Having that conviction can get you anywhere.

In the fast-changing world of entertainment there’s no shortage of legal challenges, ranging from issues related to evolving business models to IP protection and high profile cases. So Harris stays quite busy providing legal expertise to NBCU’s senior management team, in a position she took on less than a year ago. She also supervises the Law Department, which handles legal matters for all of the company’s business units. When looking to make new hires, Harris seeks out “intelligence, creativity, adaptability, collegiality and leadership.” Under her leadership, the Law Department also increased its gender and ethnic diversity, all while Harris also supports the company’s various businesses on the legal, regulatory and legislative fronts.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is engaging different cultures and backgrounds to find unique perspectives that lead to big ideas and a stronger work environment. That’s more than a philosophy at NBCUniversal; it also happens to be good business. Connecting diversity and inclusion to business is a smart approach that should be embraced across the entire industry.

What qualities do you look for when making a new hire?

Intelligence, creativity, adaptability, collegiality and leadership are important qualities that we look for in new hires.

What’s been your company’s biggest innovation this year? 

Innovation is a priority at NBCUniversal and one of our great accomplishments this year was opening the NBCUniversal Technology Center. The Technology Center features state-of-the-art technologies to accelerate co-creation amongst the company’s offices around the globe. It is also home to the “Technology Show Lab,” which is fully equipped with Comcast’s “XFINITY” and other innovative technologies to give employees, start-ups, and industry partners a rich environment to experiment with the latest tech platforms and business models in the content ecosystem.

Promoted to his current role in September 2012, Mills leads Viacom’s worldwide human resources strategies and administration, including real estate and security. Prior to the move, he spent 15 years at BET in various senior positions, the last of which was president and COO. Mills drove the launch of BET’s Centric, the BET Experience festival and as CFO and president of digital media launched BET Mobile and BET’s digital video distribution operations. He also oversaw the launch of BET.com. With his experience in operations management, ad sales and digital deployment, he brings a wealth of knowledge, keen intellect and enthusiasm to the Viacom senior team.

One of the industry’s most innovative thinkers, Hayashi has a knack for turning visionary ideas into practical produces and services. He has developed many of TWC’s current products and oversees engineering development of broadband, digital phone, digital video and web development products. He says his mother was one of the biggest influences of his life. “Thanks to her actions and advice, I am still learning to this day–and hopefully passing some wisdom along to my team,” he says.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is truly about placing value on the different experiences and perspectives that reflect and serve our customers and communities. The industry does well in the area of inclusiveness, but by continuing to focus on it, we can have an edge in today’s highly competitive marketplace.

Who has been your strongest mentor, and why?

The strongest and best mentor I ever had was my mother. Thanks to her actions and advice, I am still learning to this day – and hopefully passing some wisdom along to my team.

Ciurana knew what he was doing in February. While other networks aired repeats opposite the Winter Olympics, Univision’s counterprogramming propelled the network to record-setting ratings, at some points besting ABC and CBS in adults 18-34. The World Cup offered another ratings boost this summer, trending heavily on social media. “I am a big believer in social and engage with our audiences on Facebook, Instagram and Twitter,” says Ciurana, who this summer hit the 2-million-follower mark on Twitter. “For me, it is not about this specific milestone but about the feedback and insights I get by engaging across these platforms and driving discovery and conversations about our content.”

Name one emerging trend in cable we should all have our eyes on.

It’s an interesting question as we have seen the impact of technology (social and digital) in our industry which in my opinion has made us better in reaching and engaging audiences – I would say it is the continuation and acceleration of looking at what at Univision we call “Video Everywhere” – how audiences are consuming content across platforms — and how the industry is coming together to create better experiences across platforms, including to engage with audiences.  As we look at engagement, social will continue to be a critical tool for discovery and for us to listen to our audiences. I am a big believer in social and engage with our audiences on Facebook, Instagram and Twitter. In fact, I reached my 2 million follower mark on my Twitter account this summer. For me, it is not about this specific milestone but about the feedback and insights I get by engaging across these platforms and driving discovery and conversations about our content.

What qualities do you look for when making a new hire?

I always look for an innate creativity and curiosity, the ability to listen to our audience and passion for innovation. At Univision, we aim to constantly evolve and innovate to meet our audiences’ and partners’ needs so I always look for team players that are not afraid of change and are at the forefront of not only traditional but also digital and social media.

BBC Worldwide North America continues to grow, expanding Scannell’s purview along with it. Scannell is charged with expanding the BBC brand in the U.S. and Canada; he’s also a member of BBC Worldwide’s Executive Board. Recent company developments include the production of a fourth season of “Call the Midwife,” along with PBS and Neal Street Productions that was announced at the recent TCA press tour, and a multiyear distribution deal with Hulu that’s made available close to 2,000 hours of 144 BBC programs on the Hulu Plus subscription service. Among titles included in the deal are “Doctor Who” and “Fawlty Towers.”

Who says HBO doesn’t do its best stuff during sweeps? Last November, HBO hired Cordero away from Fox Deportes and created a new position playing to his considerable creative and management skills. At HBO Latin America, Cordero now oversees areas including technology, legal, finance and human resources. Few doubt that HBO’s gain was Fox Deportes loss. After all, Cordero made big waves at Fox Deportes during his tenure as executive VP/GM and is largely credited for that operation’s recent success.

Saksena plays a key role in shaping Cox’s long-term growth and strategic initiatives while launching adjacent new businesses, which this year included Cox Home Security, as well as services targeting small-to-mid-sized businesses. He leads one of the most diverse teams at Cox, a group known for its consistently high performance rate. Saksena’s 20 years of experience in technology, strategy and operations across multiple continents allows for a multi-faceted approach to business. He has proven to be a fierce advocate for minorities within Cox as well as an active mentor within the company.

Garcia can celebrate ESPN Deportes’ 10th anniversary this year with the cool knowledge that it’s the highestrated and most-watched Spanishlanguage sports network. And as he maps out plans to propel the network’s growth over the next 10 years, Garcia has expanded ESPN Deportes’ slate of live, daily programming while adding more American sports to the mix—like Monday Night Football, Major League Baseball and regular season NBC games. He’s focused on finding innovative ways to drive multimedia growth and offer additional diverse content on all platforms, without sacrificing the network’s commitment to live sports and its core Hispanic audience.

Carr’s sales team has experienced 21 straight years of ad revenue growth under his leadership. In fact, Carr now drives 60% of the company’s total revenue and even helped define the company’s “Total Market Approach” that guides its winning strategy. His goals for 2014-15 include connecting innovative advertisers with brand builders, product advisors and social media buzz makers. Carr’s also Chairman of the Louis Carr Internship Foundation, which provides paid internships for students of color at some of the leading media and marketing companies—and only one example of his philanthropic endeavors that contribute to improving diversity in corporate America.

Rodriguez led Univision Deportes Network to its best year yet in 2014. The network set records in Q1, maintaining its ranking as the No. 1 Spanish-language cable sports network with triple-digit percentages in primetime. A record 81 million total viewers tuned in for the World Cup, up an astounding 65% from 2010. Rodriguez’s investment in Univision Deportes paid off handsomely. “This year more than ever, we focused on building best-in-class production and state-ofthe- art technology for our sports properties,” he says. Those developments include a new mobile app and augmented reality graphics never before seen on soccer coverage in the U.S., and complete integration of digital and social media.

What’s the definition of diversity in 2014 and how can the cable industry do better in the area of inclusiveness?
With an always evolving audience and new technology where content is offered, diversity challenges grow exponentially.

At Univision Deportes, we have to offer live events and editorial content that is appealing to both our audience preferences and the ways that media is consumed.

Diversity is also an opportunity to bring new audiences to our products.
We have invested millions of dollars in sports rights that are right in the bullseye of the market.
We at Univision Deportes are uniquely placed to deliver against diversity as our organization is comprised of people from a myriad of backgrounds and experiences from across the globe which add to our keen understanding of what our viewers want and how we can give them the experiences they’re looking for.

What’s been your company’s biggest innovation this year?
Univision Deportes continues to evolve to meet the needs and wants of our audience. This year more than ever, we focused on building best-in-class production and state-of-the-art technology for our sports properties, including a new mobile app and augmented reality graphics never before seen on soccer coverage in the U.S., and complete integration of digital and social media.

Cohan’s world just keeps expanding, along with that of A+E Nets. Today, the company operates 54 branded international channels and distributes a 10,000-hour library across more than 150 territories and 37 languages. Cohan oversees the entire International division, managing all brands, content and services outside the U.S. This year, he’s been particularly proud of A+E Networks’ storytelling prowess, evidenced in History’s “The World Wars,” and Lifetime’s “Flowers in the Attic” and “Petals in the Wind.” He’s also keeping an eye on what he sees as a trend in the convergence of global tastes around shows such as “Pawn Stars.”

What qualities do you look for when making a new hire?  

Former NY mayor Michael Bloomberg recently said of himself, “I’m not the smartest guy, but I can outwork you.  It’s the one thing I can control.” That resonates with our team.  We look for candidates who are hard-working, resourceful, passionate, adaptable, personable, and self-aware.

Company’s biggest innovation….

Has been unique, groundbreaking content and storytelling in 2014 and every year–it is our focus.  Examples this year include: History’s cinematic, Emmy-nominated, internationally co-produced docudrama “The World Wars,” which tells the story of two global conflicts as one long war; Lifetime’s “Flowers in the Attic” and “Petals in the Wind,” which have redefined the standard for made-for-TV movies; or FYI’s Tiny “House Nation,” which reflects an original approach to lifestyle storytelling.

One emerging trend….

It seems a bit obvious by now, but of note are the many forms of globalization in our industry.  Global tastes are continuing to converge somewhat around shows like our “Pawn Stars” or AMC’s “Walking Dead”; more great ideas and content embraced in the US are originated and/or financed from abroad; and increased exposure to markets outside the US is becoming very important for many content and tech companies and their investors.

Integral to the turnaround strategy of Viacom’s Music Group portfolio, including the MTV, VH1, CMT and Logo brands, Gay tirelessly develops relationships with key producers, talent and managers to drive new revenue streams and ad sales innovation. Oversight of the Music Group’s consumer direct business, such as downloads, products and radio, now falls under his purview as well. Known as a savvy strategist and bridge-builder, Gay also plays a role in Viacom’s M&A activities. “Diversity has often been about acknowledging and celebrating the differences in different ethnicities, sexes or orientations,” he says. “Inclusion is about making sure that everyone feels like they can be part of an organization without having to fundamentally change who or what they are.” His mentor of more than two decades? Viacom music chief Van Toffler.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

My definition of diversity in 2014 IS “inclusiveness.” Diversity has often been about acknowledging and celebrating the differences in different ethnicities, sexes or orientations. Inclusion is about making sure that EVERYONE feels like they can be part of an organization and its processes without having to fundamentally change who or what they are. I feel privileged to work at a place like Viacom where you can truly bring your “whole self” to work. You would be surprised how much more productive you can be when you can just focus on being your best!

Who has been your strongest mentor, and why?

My strongest mentor has been a man who I have been learning from for almost 20 years — Van Toffler, the president of the Music Division at Viacom. I got to know Van when he was a client of mine and now have the opportunity to learn from him every day. He has an uncanny ability to prove equally insightful whether discussing the creative on a big show or the details of a complicated business transaction. More important, however, is how he leads with his personal values — having fun, taking risks, and yes, diversity. If you put Van’s leadership team in the room, you would be hard pressed to find a common thread across all of us; he has put a team together that truly exemplifies character and cognitive diversity.

What qualities do you look for when making a new hire?  

The main thing that I look for is something that you can’ teach — I look for a person who “gets it.” If there is drama, they do everything in their power to get it resolved, regardless of their job description. If they see an opportunity, they figure out a way to capitalize on it that is in line with our company goals, policies and objectives. Those things are often something that you can’t teach — people either get it or they don’t.

Chu manages USA’s overall financial operations and helps guide strategy to drive the toprated network’s continued growth. She led USA to its most profitable year to date in 2012, just a year after joining the company from her role as CFO of sister Oxygen Media. This year, her financial team helped drive the licensing deal to keep WWE flagship shows “Raw” and “Smackdown” on USA Network and sister NBCU network Syfy, respectively.

For the past year, Dooner has helped develop initiatives and new business opportunities in the Hispanic marketplace across NBCU’s networks and platforms. She also oversees financial planning, strategic initiatives and business development for the company’s Hispanic franchises including Telemundo and mun2. “I’m particularly enthusiastic that NBCUniversal has created a division dedicated to growing Hispanic franchises focused on expanding how we serve Hispanic audiences across all of our networks and platforms,” she says. When looking for a new hire, Dooner seeks out candidates who are dedicated and possess strong business judgment.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?
Diversity now means reflecting the cultural values of our customers and audiences in our programming, as well as behind the scenes. We can foster diversity by continuing to build inclusive workforces and cultures so that we learn from and leverage many perspectives.

What’s been your company’s biggest innovation this year? 

Across Comcast-NBCUniversal we have a constant focus on driving innovation in each of our businesses, so it’s hard to pick one. But I’m particularly enthusiastic that NBCUniversal has created a division dedicated to growing our Hispanic franchises and focused on expanding how we serve Hispanic audiences across all of NBCUniversal’s networks and platforms.

What qualities do you look for when making a new hire?
Among the qualities I look for when hiring are dedication and a strong business acumen, in addition to flexibility and nimbleness to thrive in a rapidly changing environment.

Kotay oversees engineering and operations for product development at Comcast, including TV, web and mobile. With that mantle, he has helped execute Comcast’s next generation X1 Entertainment operating system while also serving as the Executive Champion for Comcast’s Asian Pacific Americans (APA) Employee Resource Group. He feels that it’s important to stay ahead of consumers’ needs. “Ultimately,” Kotay has said, “we’ve been working to be more flexible and focused by engineering systems and tools that enable us to move nimbly. We want products that meet the evolving needs of our customers, and so we’re constantly making nuanced improvements—success comes from sweating the details.”

Video doesn’t kill the radio star in Liggins’ version of the story. In fact, they make quite nice siblings. The longtime leader of TV One continues to build on the synergy between TV One and Radio One’s media properties by pursuing new cross-platform ad partnerships and continuing to expand the reach of the company’s many assets. Of late, he has also cultivated a relationship with the NAACP. In February, TV One first aired the NAACP Image Awards and ended up with the top-rated program in TV One history. Aside from developing business relationships, Liggins says the emergence of viewers as coprogrammers and co-producers of content remains a trend firmly on his radar screen.

What’s been your company’s biggest innovation this year?

More aggressively leveraging the multiple assets in our portfolio (TV, Digital and Radio) to super-serve the AA audience like the execution of our first live tent-pole programming event (NAACP Image Awards) yielding the highest rated programming event in the network’s history.

What qualities do you look for when making a new hire?

Entrepreneurial spirit, results-oriented, innovative.

Name one emerging trend in cable we should all have our eye on.

The viewer as co-programmer and co-producer.

Under Hill’s leadership, the BET Awards experienced a record high this year, drawing 7.9 million total viewers that made it the top awards show on cable this season. “I’m very proud of what the entirety of BET does around the BET Awards,” he says. An innovator who has his pulse on what’s hot and what’s next, Hill continues to draw new viewers to BET. As he gears up for a third season of Kevin Hart series “Real Husbands of Hollywood,” Hill’s also unveiling a new dating reality show “Got Game.” Each episode features singles undergoing wild transformations before their big dates to see if their charm will shine through.

What’s been your company’s biggest innovation this year? 

I’m very proud of what the entirety of BET does around the BET Awards. Ours was high-energy, star-studded show with lots of seamless client engagement. A true winner creatively, critically …and with revenue. And we had it in the midst of our largest consumer facing event ever, The BET Experience at LA Live.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is being able to go through your work day and interacting with managers, peers and co-workers from varied backgrounds. The strongest institutions are the ones that don’t just welcome diversity, they actively seek to make their workforce a mixture representing and reflecting the world. It’s crucial. Global is now and to handle it, you need a wide swath of understanding.

What qualities do you look for when making a new hire?

Knowledge of area, problem-solving ability, knowledge of what their goals are, ability to act independently, passion, joie-de-vivre.

As one of Comcast’s top female executives, Lillie leads the company’s community investment efforts and oversees its corporate and foundation charitable giving, providing strategic guidance for each of Comcast’s national community partners. One of Lillie’s signature programs is Comcast Cares, the nation’s largest single-day corporate volunteer effort. The 13th annual Comcast Cares day took place in April, with 95,000 Comcast and NBCU employees, family, friends and community partners volunteering at more than 820 project sites in 15 countries.

Walker continues to lead the BET legal management team for the network’s awards shows while overseeing business and legal management of original programming, including “Being Mary Jane” and “Real Husbands of Hollywood.” He says BET always seeks ways to leverage its assets for future growth, evidenced by its partnership with Queen Latifah’s Flavor Unit Entertainment. What’s the one emerging trend in cable that people should watch? “The continuing ‘personalization’ of entertainment [that] will challenge everything we do in the cable industry business,” he says. “New business models are still emerging and that will remain the case for the next decade, at least.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity in cable is ensuring that our network brands and content (both on screen and behind) accurately reflect not only our current audience in all respects but the broader landscape as well. Diversity is relevance and relevance is power.

What’s been your company’s biggest innovation this year? 

At BET Networks in particular and Viacom in general we are always looking for ways to leverage our assets for future growth. This year we built on the success of the BET Experience and BET Awards by adding more sponsor activations and fan touch points, especially with new apps on our digital platforms. Moreover, we partnered with Queen Latifah’s Flavor Unit Entertainment which also leverages and extends our respective brands.

Who has been your strongest mentor, and why?

Whether it is as boss, mentor or friend, our CEO Debra Lee continues to be a primary source of inspiration for me through her steady leadership and strong core values that never waver. She makes it look easy and we know all too well that in this competitive marketplace it is anything but easy.

What qualities do you look for when making a new hire?

Beyond looking for technical competence and substantive knowledge, I value candidates who are excited about where we are and BETN’s mission. They are consumers of television content and media technology and are genuinely excited about the role the network – and they as BETN employees – can play.

Name one emerging trend in cable we should all have our eye on.

The continuing “personalization” of entertainment will challenge everything we do in the cable industry business (identifying and creating niche content, brand marketing, taking advantage of technological enhancements, monetization and measurement metrics, etc.). New business models are still emerging and that remain the case for the next decade, at least.

These days, Pickrum manages BET’s financial operations and plays a role in all its operations. That strategic vision dates back to 1999 when he first joined as VP of Business Development for BET. com. There, he was responsible for the development and refinement of the website’s successful business model, driving growth and accelerating revenue. Under Pickrum’s leadership, BET.com is now a leading online destination for African American content.

Despite the complicated job of overseeing Comcast’s largest region, Fore has led the way to becoming the No. 1 spot in the entire West Division. If his territory were a stand-alone corporation, it would rank No. 592 on the Fortune 1000 list. Fore launched Xfinity WiFi wireless Internet access and Comcast’s advanced X1 Platform in California, and doubled Internet speeds for several tiers of service. When searching for new hires both inside and outside the company, Fore says he wants competence, integrity, energy, decisiveness, independent thinking and the ability to have fun. What’s the one emerging trend that everyone in cable should be keeping an eye on? “TV Everywhere,” Fore says.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity of “Thought”. Hire from outside the industry.

What’s been your company’s biggest innovation this year?    

Cloud DVR

Who has been your strongest mentor, and why?   

LTC Ron Harrison. A real soldier!

What qualities do you look for when making a new hire?    

Competent, integrity, energy, decisiveness, independent thinking and the ability to have fun.

Name one emerging trend in cable we should all have our eye on.    

TV Everywhere

Free directs the consumer insights, brand management, consumer marketing, creative strategy and research for all businesses of BET Networks, which include BET and Centric, across all platforms. She led the marketing for BET’s first original drama, “Being Mary Jane,” which became the No. 1 Tuesday show on primetime on any network. Free will continue to lead marketing for the network’s first ever miniseries “The Book of Negroes” and new original programming including “Gone Gospel,” a music competition show with Kirk Franklin, and BET’s returning series. Actively involved in WICT and Viacom’s Global Inclusion advisory board, Free embraces the roles of mentor, sponsor and coach to many young women.

What’s been your company’s biggest innovation this year? 

Innovation is a core strategy for BET Networks and this year our focus has been on re-branding Centric. In its sixth year as a multi-platform network, Centric will become the only lifestyle brand that boldly celebrates the beautiful and diverse world of black women. Centric will curate a multimedia space that reflects the broad range of the black female identity — bold, beautiful and complex.  With exciting new content like “The Queen Latifah Show,” brand new episodes of “Single Ladies” and “ARISE,” a daily news and pop culture series, Centric will touch all the relevant lifestyle aspects of black women — style, beauty, health, dating, food, fitness, politics, faith, travel, family, finances, arts & culture and more.

Who has been your strongest mentor, and why?

My Mom will always be my greatest mentor.  Why?  Because she always has a compassionate ear, solid advice and steadfast support.

Name one emerging trend in cable we should all have our eye on.

Delayed viewing or streaming is a trend that will only increase in time. Viewers are continuing to shift from live viewing to viewing that fits their lifestyles and their preferred platforms. As a tune-in marketer, this trend drastically impacts old paradigms around messaging and measuring success. It’s an exciting time to adjust how we market to drive content consumption in a platform and tune-in agnostic environment. Between programming, marketing and ad sales, we are evolving our business model to capitalize on this trend while we continue to maximize the LIVE viewing opportunity. The thing I love most about the cable industry is that it is always changing, shifting and evolving — requiring us to not only stay on our toes but to stay light on our feet!

Talk about an executive whose name is a misnomer. Smalls is a big thinker and big achiever, working among the leadership of all MTVN brands to champion multiculturalism, inclusiveness and diversity across the company across the globe. Her role includes the development of the next generation of leaders at MTVN and the expansion of the company’s partnerships with outside organizations. Under Smalls’ leadership, Nickelodeon’s pro-social campaigns—including The Big Help and Let’s Just Play—have been recognized by Presidential administrations and attracted top names in the entertainment industry. And this executive puts her money where her mouth is. Last fall the Florence, S.C., native donated $1 million to her alma mater University of South Carolina earmarked for the school’s new aerospace program. The scholarships will go to minority students from the Pee Dee region of the state majoring in computer science and engineering.

Teran helped plan the digital and new media strategy that launched Fox Sports 1 last fall, but her knowledge, experience and skills shine when it comes to developing new content delivery across nonlinear platforms. And it’s largely her ability to anticipate change that enables Fox to find new opportunities and maintain a competitive edge. “The fact that we continue to innovate—contemplating allowing more content than ever before to be delivered via new methods—is something that we should all be paying attention to,” Teran says. “That way of thinking is what keeps our business evolving and expanding to meet the demands of our consumers.”

Who has been your strongest mentor, and why?

The strongest mentor in my life has been my mom.  She continues to be a really tough cookie who has little tolerance for people who don’t strive to give their best in every situation, personal or professional.  She inspires and motivates those around her with her humor, vitality, and insatiable hunger to learn– and is available to provide guidance to those who seek it.  She has always served as a role model and gifted advisor to me, especially in demonstrating what are the most important guide posts in life.

What qualities do you look for when making a new hire?

The hiring process is a critical part of the business life cycle that allows us to re-energize the team with new ideas and perspectives, while building on the really impressive knowledge and skills of our current team.  To that end, I personally look for candidates who: exude energy and excitement about what we do, express a sincere interest in learning new areas of law and media, and who are comfortable with change.  Of course, this is in addition to being smart and not taking themselves too seriously.  I feel extremely appreciative of the team I work with every day so my goal is that we hire the types of people that feel the same way.

Name one emerging trend in cable we should all have our eyes on.

Everyone is talking about OTT, whatever that may mean to any of us at a particular moment… But the fact that we continue to innovate, contemplating allowing more content than ever before to be delivered via new methods, is something that we should all be paying attention to.  That way of thinking is what keeps our business evolving and expanding to meet the demands of our consumers.  It also makes for energizing challenges for us as executives– as we try to negotiate for this future.

In her current role, Arias directs, manages and organizes the corporation’s diversity program strategy across all corporate and business units including Comcast Cable, NBCU, and Comcast-Spectacor. Her strategic leadership has led to a number of historic achievements for Comcast. An active member of the Women’s Network at Comcast, Arias feels that over the next few years the Comcast workforce, and the labor force in general, will continue to diversify, reflecting the quickly changing demographics of our nation.

Martinez may be in his fourth decade working in the cable industry, but his passion for the business remains strong, with background and experience that has helped shape Comcast’s Houston Region into a growing, thriving sector. A supporter of nonprofit organizations that focus on literacy, digital literacy and youth leadership, Martinez cites as one of his favorites The Jester & Pharley Phund, which helps ill children, especially those with cancer.

Armstrong continues to grow the BET Networks footprint internationally, introducing BET to new audiences around the world. BET now reaches 90 million households in the U.S., Canada, the Caribbean, the United Kingdom and sub-Saharan Africa. Armstrong focuses on licensing BET programs and formats to more countries and cable providers in Africa, as well as on bringing Paramount Channel to global audiences. He serves as the chairman of the national board of NAMIC and the Fairchester chapter board for the Network for Teaching Entrepreneurship. He’s also vice chairman of the Board of the Dance Theatre of Harlem.

Love’s to-do list is huge. She’s responsible for Cablevision’s comprehensive security functions, including physical security at all facilities; employee and customer safety; and incident prevention, response and risk assessment. She also ensures compliance with security policy requirements and acts as the chief liaison to all local, state and federal law enforcement agencies. She has spent the last year implementing new business processes that identify the root cause of issues and leveraging intelligence to make security measures more predictive and proactive as they relate to threats. She also created the Trusted Traveler program to safeguard company assets and proprietary information when executives and employees travel. “It’s important that cable providers hire from within the many communities that they serve, helping to create a diverse workforce that is reflective of the customer base,” she says.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Cable providers often serve large geographic regions that can be made up of many diverse communities and neighborhoods. I think it’s important that cable providers hires from within the many communities that they serve, helping to create a diverse workforce that is reflective of the customer base. Not only will this likely improve inclusiveness, but it will create an employee base that knows your products and services and better understands the needs and wants of customers.

Who has been your strongest mentor, and why?

Sandy Kapell (who is our Executive Vice President of Human Resources and Administration) has been my strongest mentor. Not only does she have incredible talent for embracing change but she is a true visionary who is always working to build the strongest team possible. Sandy’s teams are very diverse from generational to geographical to gender, race, ethnicity as well as skill set. In addition, she creates opportunities for her team members to stretch and try new things which lead to growth.

What qualities do you look for when making a new hire?

When interviewing potential candidates, I look for resourceful self-starters who can act quickly and independently in any situation that they are faced with. Additionally, adaptability and flexibility with the necessary technical skills are key.

Most recently head of original programming at IFC, DeMontreux in April left after 25 years at AMC Networks to join Sony TV-owned production company Embassy Row. While at IFC, DeMontreux oversaw the launch of hit flagship series “Portlandia,” among other successes. “I’m interested in working with people who have a genuine passion for the content we’re making as well as talent, innovation, creativity, positive energy, kindness and without a doubt, a major sense of humor,” she says.

What’s been your company’s biggest innovation this year?

We pioneered the ‘after show’ genre with Watch What Happens Live and continue to blaze the trail with shows like Talking Dead and Bates Motel: After Hours.  It’s gratifying to see this type of non-traditional talk show take off and how networks are leveraging them to further engage their core audience.  Creativity and innovation has not only led to this popular genre but has inspired us to produce a host of distinct, genre-redefining shows like Comedians in Cars Getting Coffee, Take Part Live, Men in Blazers, and Grace Helbig; as well as Cutthroat Kitchen, a series we created.

Who has been your strongest mentor, and why?

One of my strongest mentors is someone I only recently told this to…Amy Introcaso-Davis, EVP of Programming and Development at GSN.  She was my boss for only one year heading up original programming at Bravo, prior to its sale to NBC Universal.  I learned a tremendous amount from her about program development, identifying rare talent and expecting the best out of people.  Her impact on me was far greater than the short amount of exposure I had to her leadership.

What qualities do you look for when making a new hire?

I’m interested in working with people who have a genuine passion for the content we’re making as well as talent, innovation, creativity, positive energy, kindness and without a doubt, a major sense of humor.

Boler’s only been at Charter since April, but this is an exec who knows how to get things done. That’s good, because customer care is at the center of Charter’s mantle these days after it opened a state-of-the-art customer care center in Bridgeton, Mo. Employees working at Charter’s ninth such facility specialize in providing Internet and phone service support to customers nationwide, 24/7. “I think we should all be learning from others and teaching others throughout our careers,” Boler says. “In some cases it will be a formal mentoring role to actively guide the way, but mostly it’s the informal mentors that we respect and learn by observing how they accomplish their work and professional goals.”

Who has been your strongest mentor, and why?

Tough question! I think we should all be learning from others and teaching others throughout our careers. In some cases it will be a formal mentoring role to actively guide the way, but mostly it’s the informal mentors that we respect and learn by observing how they accomplish their work and professional goals. I don’t want to discount any mentors I’ve had during my career by picking just one, they’ve all contributed to my success and continue to do so because of what I’ve learned from them.

What qualities do you look for when making a new hire?

Beyond the necessary skills to do the job, I look for how passionate a candidate seems to be about the type of work the job entails and whether they have a strong intellectual curiosity about how to improve and whether they are action oriented.

Lee is building on 2013’s successful launch of Fusion by finding innovative new ways to connect the network with its audience. The interactive game “Bad Paper: The Debtor Game”—in partnership with New York Times Magazine—exemplifies his goals for the future. “It’s an example of how we are trying to engage people in different ways, and how we can work with other news or organizations,” Lee says. “One of the ways that the news can become viable economically is if news organizations partnered with each other to provide the things where they excel at, and stop doing the things that are commoditized or that are simply things that the company isn’t good at.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the are of inclusiveness?

Often I think that in the media there is a flawed idea of what diversity is. I think many media executives think of diversity on the basis of skin color or ethnicity, and while yes, that’s part of it, it’s also important to promote a diversity of thought. In the U.S. Media there is a very narrow spectrum of acceptable perspectives. At Fusion, we try to promote diversity in a way that broadens that spectrum considerably.

What’s been your company’s biggest innovation this year?

We recently launched a very exciting interactive game on the murky world of debt collection agencies called “Bad Paper”. It was a project that Felix Salmon did for us in partnership with the New York Times Magazine. I think it’s an example of how we are trying to engage people in different ways, and how we can work with other news or organizations. I think that one of the ways that the news can become viable economically is if news organizations partnered with each other to provide the things where they excel at, and stop doing the things that are commoditized or that are simply things that the company isn’t good at.

What qualities do you look for when making a new hire?

I almost never look at a person’s resume. I’ve found that the prior achievements can be very deceiving. Someone once told me that the most important thing is a person’s character, and while that sounds like a banal cliche, I’ve found it to be an effective hiring practice.
Also, in terms of practical skills, the ability to write well is very important, as well as the person’s reading habits.

Name one emerging trend in cable we should all have our eyes on.

In terms of the news space, I think that as counter-intuitive as this sounds given all we hear about the the #ADDgeneration and things like that, we are going to see the news slow down rather than speed up. For a while I think that there was a general consensus that in order to keep people from getting bored you had to make everything on cable news shorter, more digestible, more “snackable”. I think we are going to see a reversal of that trend to more length, more depth, more nuance. I think that the internet and social media are where people go for their quick, snackable fix. They go to cable for more depth and understanding. Look at the success of John Oliver’s “Last Week Tonight” on HBO. He does 30 minutes a week, rather than constant daily shows, but he makes sure that his 17 minute segment on Net Neutrality (or whatever difficult topic he decides to tackle) is perfect, with depth, reporting, understanding, nuance, and of course humor. I think we’re going to see more of that, as well as things like what CNN is doing with shows like Anthony Bourdain’s “Parts Unknown”, over the typical talking heads debate format we so often see on cable news.

Known for his integrity and strong work ethic, Gutierrez oversees the entire spectrum of human resources activities for CBS Television Networks, including Showtime Networks, CBS Sports, CBS Sports Network, CBS News and CBS Entertainment. What does one of the most respected HR execs in the industry look for when making a hire? Character. “As Peter Schutz, the former CEO of Porsche, said, ‘Hire character. Train skills’,” he says. And while he sees “incremental progress” on the diversity front, he believes cable must continue to push the envelope and influence public thinking in an inclusive direction.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

The definition of diversity is ever-evolving. Just look at our world’s current events and the disconnect among diverse groups amidst shifting demographics. I see incremental progress on some fronts, but old mindsets still exist.  The cable industry has made great strides in its workforce and programming.  Our challenge is to continue to push the envelope and help influence public thinking in a positive, inclusive direction.

Who has been your strongest mentor, and why?

Although I can’t say I’ve had a mentor in the purest sense of the word, I have had some very good teachers and wise colleagues from whom I have learned a lot.  One influential teacher I had was a Benedictine Monk and college professor Father Winance. In the business world, the recently retired CEO of Zales Corporation, who was also my first HR Director at Macy’s, Theo Killion, was immensely helpful. I owe a debt of gratitude to the person who offered me the opportunity to join Showtime, Matt Blank, who’s also been a very supportive and wise boss.  As I once was told, the mediocre teacher tells.  The good teacher explains. The superior teacher demonstrates. The great teacher inspires.  And that they did!

What qualities do you look for when making a new hire?

One of the top qualities I look for in a good hire is character… As Peter Schutz, the former CEO of Porsche, said, “Hire character. Train skills.”

Kim stays on top of all legal matters pertaining to programming across all of TWC’s distribution platforms, especially negotiating and drafting carriage and distribution agreements. Among her many skills are ferreting out the legal ramifications associated with technological advances, such as the TWC TV platform delivering live and on demand programming to multiple devices. Given the serious nature of her job, you might be a bit surprised to hear what she looks for in a new hire: “Intellectual curiosity and a little bit of quirk.”

Who has been your strongest mentor, and why?

Melinda Witmer, hands down. She takes mentoring to the next level:  advocacy.   She has consistently pushed me to test the boundaries of my comfort zone.  And while she expects excellence, she also cultivates an environment where it’s okay to not be perfect all of the time and also, occasionally, to fail.  I haven’t met a single person in this industry more humble and generous in spirit than she.

What qualities do you look for when making a new hire?

Intellectual curiosity and a little bit of quirk.

Being involved in numerous high-profile retrans negotiations this year didn’t keep Chun from acquiring content for all of TWC’s platforms while always seeking unique and engaging content for a diverse group of customers. “Diversity is not just about welcoming different voices into the room (and expecting them to morph themselves into the prevailing norm), but actually respecting and listening to the different perspectives those voices have to offer,” she says. “To me, that’s also true inclusion—where people are given the opportunity to participate actively and not just sit on the sidelines.“

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

I think diversity is not just about welcoming different voices into the room (and expecting them to morph themselves into the prevailing norm), but actually respecting and listening to the difference perspectives those voices have to offer. To me, that’s also true inclusion – where people are given the opportunity to participate actively, and not just sit on the sidelines.

Who has been your strongest mentor, and why?

I’ve learned different things from different people, so there isn’t one person who I would say is the strongest.  But my current mentor, Melinda Witmer, has taught me many things. One important lesson is that you don’t have to pigeon-hole yourself into a single type of personality or executive. She can be laser-focused on detail but also big-picture at the same time. She is decisive, but collaborative. She is fearless, but reflective. She is a person with strong convictions, but open to debate. I could go on and on about why she is a strong mentor.

What qualities do you look for when making a new hire?

Among other things, I look for new hires that are self-confident but aren’t fixated on puffery. Candor is a great asset – someone who can freely admit mistakes or lack of knowledge. I think that person has a better shot of learning more, forging better relationships and contributing to a tighter team with better morale.

Jones may have just stepped down as President, Original Programming, but not to fear: She’ll remain heavily engaged as a creative consultant to BET Networks. Her record is stellar, launching the fi rst original scripted drama for BET in January with “Being Mary Jane,” which bagged more than 5 million viewers on premiere night, and cuing up the fi rst mini-series for the network titled “Book of Negros” starring Cuba Gooding Jr., Louis Gossett Jr., and Aunjanue Ellis. Jones also set up a new movie for BET called “Let the Church Say Amen” with award-winning director Regina King. Meanwhile, Jones also knows when not to let a good show get away: she has overseen “The Game,” which came to BET after its run on The CW.

Owens’ innovative digital strategies are a key factor in the tremendous success of SNI’s websites and emerging media platforms. Instrumental in last fall’s launch of Scripps’ new online lifestyle channel uLive, Owens has since grown its programming, viewers and momentum. Her keen eye in identifying and cultivating digital opportunities for the Scripps’ lifestyle media brands has also helped create new revenue streams for the company. Owens hopes to position uLive so it can help the company claim and maintain leadership of the ever-growing digital lifestyle video space.

Smith seems right at home in her new Family. ABC Family continues to grow beyond the success of “Pretty Little Liars” and “Switched at Birth” with 2013’s “The Fosters,” and this summer’s “Chasing Life.” Smith knows a strategic social media plan helped ABC Family become the second-highest rated basic cable network among women 18-34, and she plans to up the game even further. “The network’s innovative way of communicating with our viewers on social media has had amazing results,” she says. What else does she have her eye on? Authentication and millennial adoption of TV Everywhere.

How can the cable industry do better in the area of inclusiveness?   

We should deepen our commitment to existing organizations that have long track record of fostering diversity in cable and bolster existing programs that nurture diverse creative talent and diverse business executives.

 What’s been your company’s biggest innovation this year?

ABC Family is the No. 2 highest-rated basic cable network among W18-34 and is a social media powerhouse.  The network’s innovative way of communicating with our viewers on social media has had amazing results, with hit scripted show Pretty Little Liars achieving the distinction as the most tweeted, pinned and instagramed scripted series in all of TV (not just cable).  The strength and scale of our young adult audience and our continued innovation will cement ABC Family’s dominance across multiple platforms.

Name one emerging trend in cable we should all have our eyes on.

Authentication and Millennial Adoption of TV Everywhere.

Martinez has reason to celebrate. This year marks his 20th anniversary at Discovery, and it also happens to be the 20th anniversary of Discovery in Latin America. The DLA/USH portfolio is thriving. Discovery has been the No. 1 factual network 12 years running, Discovery Kids is a top preschool network and Discovery Home & Health is the No. 1 lifestyle network, pan-regionally. Diversity is important to Discovery’s continued success, he says. “We need to fully embrace diversity, it will make us more dynamic. Bottom line, the television industry needs to demonstrate more action and do less talking when it comes to diverse representation on screen and at the senior management and board levels.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

We need to fully embrace diversity, it will make us more dynamic. Bottom line, the television industry needs to demonstrate more action and do less talking when it comes to diverse representation on screen and at the senior management and board levels.

What qualities do you look for when making a new hire?

Integrity, Passion and Perseverance.

A+E Nets is in very capable hands as the company navigates emerging and maturing platforms including TV Everywhere, OTT and VOD. Garner continually assesses new opportunities in distribution, marketing, product development and analytics. In his role as CTAM Board member and co-chair of the TV Everywhere Steering Committee, he’s also a driving force behind CTAM’s TV Everywhere initiative to increase the awareness and usage of TVE applications. In fact, asked to name one key emerging cable trend, Garner cites over-the-top video. “Technology affords content many paths to the consumer,” he says.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

The definition of diversity in 2014 continues to be the same as it has been in past years.  Diversity for our industry is rooted in the opportunity to represent myriad viewpoints formed from rich cultural and social experiences brought by each of us in all aspects of this wonderful business in which we collectively participate as a community.  Our industry’s challenge is to acknowledge the importance of diversity through actions, which in success, obviate the need to ask the question.

What’s been your company’s biggest innovation this year?

FYI.  The rebranded (Bio) network taps into a wellspring of storytelling which resonate with viewers unique to other programming options.  Check it out!

Who has been your strongest mentor, and why?

My wife Suzette. She challenges me to take an inventory of myself each and everyday.

What qualities do you look for when making a new hire?

I look for people who have a point of view and are willing to stand behind what they believe.

Name one emerging trend in cable we should all have our eye on.

Over the top video.  Technology affords content many paths to the consumer.

Recently named president of mun2, Fernandez runs the network’s strategy, programming and operations while expanding distribution, ratings and future growth. Fernandez is primed for success, if his previous performance as SVP/GM of multicultural services for Comcast Cable is any indication. In less than 12 months, he grew the company’s Hispanic programming penetration by 50% and dramatically increased Hispanic subscribers. The Hispanic On Demand event Xfinity Freeview Latino, which made more than 2,500 Latino entertainment programs available on demand, was his brainchild. Expect to see more from this exec in the area of TV Everywhere. “We have made significant investments and improvements in our streaming, authentication, video-on-demand and TV everywhere capabilities to ensure our subscribers can enjoy content whenever they want it and on whatever device they choose,” he says.

What’s been your company’s biggest innovation this year? 
mun2 has evolved into a leading modern cable channel. We have made significant investments and improvements in our streaming, authentication, video-on-demand and TV everywhere capabilities to ensure our subscribers can enjoy content whenever they want it and on whatever device they choose.

Who has been your strongest mentor, and why?
Marcien Jenckes. He was instrumental in my career by giving me the space and support to grow and become a stronger, more well-rounded executive.

What qualities do you look for when making a new hire?
When making a new hire, I look for someone who is a leader, takes personal responsibility and is passionate about their work. It is also important that they are curious and maintain a willingness to learn.

Porter oversees the day-to-day management of the Walter Kaitz Foundation, which includes funding cable industry diversity efforts and developing an industry-wide supplier diversity initiative. Porter has also served as the Director of Graduate Programs of the Howard University School of Business and as an assistant professor at the UCLA Anderson School and faculty director, as well as co-creator of the UCLA African American Leadership Institute.

It’s been a big year for Kalle as Sony’s U.S. digital broadcast television network getTV blazed onto the scene in February. The network showcases classic films from the 1930s through the 1960s, and has reached 70% distribution after launching in 44% of homes. Just this summer, Kalle’s team signed Sinclair Broadcasting Group, which added 33 markets to the network’s growing affiliate roster. On diversity, “making sure that we in the cable business are constantly challenging our own assumptions is key,” she says. “This also means we need to be vigilant about bringing the issue of diversity to the forefront with regularity.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Every year the definition of diversity expands. As the population changes, so must the industry. Making sure that we in the cable business are constantly challenging our own assumptions is key. This also means we need to be vigilant about bringing the issue of diversity to the forefront with regularity.

What’s been your company’s biggest innovation this year?

This was an exciting year for us at Sony Pictures Television. We launched our first digital subchannel, getTV which in a few short months is now carried in 70% of US television households.

What qualities do you look for when making a new hire?

Not only does the candidate need a proven track record, a strong EQ and possess leadership qualities, but they also should understand the 360 degree picture of the business.They need to add to the discussion by presenting innovative concepts and alternative means for developing content revenue streams.

It’s clear why Hong recently ascended to his new post at Turner Sports. Under his direction, the company acquired Bleacher Report in 2012, which logged a 64% yearover- year increase in traffic this past April, according to Comscore. Meanwhile, NCAA March Madness Live was a whopping success in 2014, garnering 69.7 million live video streams across all platforms—that’s up 42% over last year’s tournament. The authenticated model allowed viewers to watch all 67 games on multiple platforms, making it a true trailblazer for TV Everywhere within the industry. Perhaps the most innovative was the tournament’s new “teamcasts” presentations of the Final Four National Semifinals, which allowed fans to watch team-specific productions on TNT and truTV. Hong also manages several other products, like PGA Championship Live, Postseason.TV for MLB Postseason coverage on TBS and TNT Overtime on NBA.com, which have proven to be clear successes in the digital arena.

What’s been your company’s biggest innovation this year? 

Turner Sports provided fans with an opportunity to enjoy the Final Four National Semifinal game their way with “teamcasts” or team-specific presentations. In addition to the traditional game telecast airing on TBS, fans could view team-specific presentations that tailored to the individual teams simultaneously on TNT and truTV. The personalized view presented the game with unprecedented local flavor, team-specific replays and custom show packaging.

What qualities do you look for when making a new hire?

The ability to manage and inspire their team—with an understanding of the importance of that, the willingness to constantly over-communicate, and a spirit of collaboration with others.

Asencio and her team earned a gold medal of their own by driving value to NBCU’s airing of the Winter Olympics, and other network brand opportunities. Viewers in three of every four U.S. TV households (76.1%) tuned in to some portion of the Games. Her expertise and deep understanding of the U.S. Hispanic market, combined with her multicultural industry relationships, will play an essential role in bringing MVPD’s on board with the rebrand of mun2 as the network evolves into the destination for the younger and more tech-savvy Hispanics. “When building a team, I like to draw together people who have individual perspectives and experiences because it allows for more creativity,” she says. “I encourage an open and honest dialog where people can speak, which makes for a more successful environment.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity entails bringing together people with different interests, backgrounds, perspectives and experiences to create an open and inclusive environment where individuals can learn and grow from others. Although diversity has been a challenge in all industries, it has become a hip norm and the cable industry has excelled, continuing to improve in the area of inclusivity, creating an environment that maximizes employees’ potential. Companies have embraced this focus and it has become integral to acquire tools to raise awareness on how to create an inclusive culture. Diversity should be introduced and recognized as an opportunity early on; it should become part of a company’s mission and strategy.

What’s been your company’s biggest innovation this year?

Comcast and NBCUniversal have leveraged the companies’ unparalleled portfolio of assets (NBCUniversal’s broadcast and cable networks, theme parks, film studio, Comcast’s video and broadband distribution, etc.) to drive value across the enterprise – we call this Symphony. In the three years since our companies came together, we have successfully executed on key opportunities across the content and distribution sides of the business. Symphony is innovative and taps into diverse divisions within the company, utilizing all groups and resources to plan, execute and implement key projects. Symphony is integrated at the core to maximize marketing, business, and advertising opportunities, and Comcast and NBCUniversal have succeeded in finding a way to work together to identify end results that help the overall direction and vision of the companies.

What qualities do you look for when making a new hire?

When building a team, I like to draw together people who have individual perspectives and experiences because it allows for more creativity. I look for people who differ greatly from me and who bring different skills sets that I don’t already add. I always seek unique qualities in individuals and encourage an open and honest dialog where they can speak their thoughts and ideas, which make for a more collaborative and successful work environment.

Gaviria’s biggest accomplishment this year was ushering a new digital marketing team at Univision to the frontier of modern marketing. That’s why she needs a strong team. “I look for “ganas” (hungry to compete), resilience, problem solving and unbreakable spirit,” she says. “When you join a company like UCI, we are on a mission not only to entertain but to inform, empower and advocate for Hispanic America. If you don’t believe, with every cell of your being, that our mission will make America better, then perhaps this is not a place for you.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity in America today has a Latin sensibility across the board. From farm to table, from cable to Netflix, from Univision Network to El Rey,  the Latino influence is at the core of our value system, pop culture and innovation. This is a good thing by the way, because Hispanics value progress, hard work, entrepreneurial spirit, family and country.

What’s been your company’s biggest innovation this year?

UCI’s biggest innovation this year is diversifying its portfolio of brands with Uforia, Flama and UVideos to serve bi-cultural Hispanics with new and fresh music, entertainment and made for web content.

What qualities do you look for when making a new hire?

In a new hire I look for “ganas” (hungry to compete), resilience, problem solving and unbreakable spirit.  When you join a company like UCI, we are on a mission not only to entertain but to inform, empower and advocate for Hispanic America.  If you don’t believe, with every cell of your being, that our mission will make America better, then perhaps this is not a place for you.

Cooking Channel hasn’t stopped growing since Smith helped launch it in 2010. But a new distribution deal reached this May added another 3 million households to the network’s footprint. That coupled with hot new shows like “Restaurant Redemption” have Cooking Channel poised for another best year ever in 2014. Good food comes from diverse cultures. Smith says television benefits from diversity too. “Television is all about relatable storytelling and stories are most relatable when people see people who share their backgrounds and lifestyles on screen. As the audience becomes more diverse, content most follow, or become irrelevant.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Television is all about relatable storytelling and stories are most relatable when people see people who share their backgrounds and lifestyles on screen.  As the audience becomes more diverse, content most follow, or become irrelevant.

Who has been your strongest mentor, and why?

Most of them don’t know me.  I’m a voracious reader of history, especially biographies, and I’ve learned from countless leaders in all facets of life throughout time.  From people who lived their true passions and by their example, inspired others to do great things.

What qualities do you look for when making a new hire? 

Passion, emotional intelligence, curiosity.

Name one emerging trend in cable we should all have our eyes on.

Extended arc storytelling.  People are consuming TV shows more and more like good books.  Not expecting a quick payoff at the end of each episode.  They want to take a deeper, more immersive dive into more authentic stories.

During the past year, Bargueiras developed innovative advertising solutions, including projects like “Planeta de Ideas” with Ciel/Coca Cola, “En Esencia” with Carolina Herrera/ Puig, and the World Cup-focused “Futbol 360”—all while continuing to draw in new clients eager to reach Discovery’s massive worldwide audience. He cites his father as his most influential mentor. “He was bold enough to leave his homeland without money or knowing the language to offer his family a better future so we had a chance to make whatever we wanted of ourselves. He then became very successful, proving that hard work and resilience goes a long way.”

Who has been your strongest mentor, and why?

My father. He was bold enough to leave his homeland without money or knowing the language to offer his family a better future so we had a chance to make whatever we wanted of ourselves.  He then became very successful, proving that hard work and resilience goes a long way.

What qualities do you look for when making a new hire?


An entrepreneur with high strategic intelligence and a proven track record in a related field.  Someone who is willing to take our business to new heights and is able to reinvent their role to maximize company value. A team player who contributes ideas and has the ability to understand the big picture as they execute an action plan.  Someone who can be their own CEO and communicate well with colleagues. Someone who treats their role as that of a stakeholder and is capable of visualizing the short-, mid- and long-term ramifications of their decisions.  Someone willing to seek and listen to variety of opinions. Someone mature enough not to let problems mushroom beyond repair. Someone able to find and fill voids to gain strategic advantage, able to turn things on their head and see them from a different perspective.

Name one emerging trend in cable we should all have our eyes on.

Fast forward 5-10 years from now, we will need to be prepared and adapt quickly to write the industry’s next chapter.

Wild? Yes. Crazy? No. Han Vissering oversees more than 150 hours of programming, commissioned each year for broadcast in 166 countries, 330 million homes and 34 languages worldwide. Yet somehow she manages to juggle it all gloriously, manages Wild’s development team and works leading indie producers, distributors, creative agencies and strategic broadcast partners to create the network’s signature series, specials and events. This year, Wild had its highest-ever rated quarter in Q1, and in the summer returned several hits— including “The Incredible Dr. Pol” and “Monster Fish” while debuting new shows such as “Pond Stars,” “Animals Gone Wild” and miniseries “Urban Jungle,” with big cat tracker Boone Smith. Han Vissering also oversaw a handful of new specials, all designed to keep viewers coming back for more.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

The definition of diversity to me is having the most diverse background that can enhance a person’s job performance. I think cultural and personal backgrounds bring more depth to the workplace.

What’s been your company’s biggest innovation this year? 

Our biggest innovation is the ability to expand our natural history programming to reach general viewers. Shows such as The Incredible Dr. Pol and Cesar 911 take the root of animal behavior and are compelling enough to live up to a general entertainment television world.

Who has been your strongest mentor, and why?

My mother. No matter what hardship she has been thrown, she always looks at the positive. Taking a negative and making it a lesson learned. She is the most positive person in the world to me and has always had faith in me.

What qualities do you look for when making a new hire?

I look for absolute positive energy, attitude of nothing is too small to do, and being humble.

Name one emerging trend in cable we should all have our eye on.

Binge watching and how that affects regularly scheduled television.

Prior to her recent promotion to CMO, Rodriguez headed up the Univision Agency, overseeing a $500 million-plus media inventory spanning Univision’s cable, broadcast, digital and radio properties. In her new role she will oversee all of Univision’s marketing efforts and the agency. She calls Univision CEO Randy Falco her strongest mentor, not only because of his professional accomplishments, but because he’s a champion of the Women’s Leadership Council. “I’ve seen how he has really pushed for us to create an avenue for growth and development,” says Rodriguez, who notes diversity today “is about ethnicity, gender, age and experiences.”

Who has been your strongest mentor, and why?

My strongest mentor, unequivocally, is Randy Falco, our CEO at Univision.  Over the past three years, I’ve seen how he has transformed Univision into a true media powerhouse.  When you get to see inspired leadership in action on a day to day basis, there is a lot of learning there as a professional and I am grateful for that. I’ve also seen how Randy has championed the creation of the Women’s Leadership Council at Univision which has been a passion project of some of our leaders, including myself.  I’ve seen how he has really pushed for us to create an avenue for growth and development. Finally, Randy has always encouraged me to stretch myself professionally and allowed me to launch and create the Univision Agency, grow our strategic planning group and now more recently allowing me to lead the Company as CMO.

What qualities do you look for when making a new hire?

When hiring there are a few qualities I look for. First, they must have integrity. It’s one of our core values at Univision and it resonates with me personally. Integrity means having a strong moral compass where honesty is your north star. I believe there should be congruence between ones words and actions so if you say you are going to meet a deadline or deliver something that is exactly what you do. There is no middle ground with integrity as it really is the foundation to everything else.  Through integrity, you are able to build trust and collaboration and I think those are keys to success in an organization.  Another quality I  also look to seek  out in a candidate is intellectual curiosity. Curiosity takes form in a variety of manners. Does the candidate have the ability to stretch outside of their comfort zone? Are they constantly learning, asking questions and trying to better themselves? Are they seeking out others when trying to solve an issue or a problem or getting something done? When you are curious, I think it also represents a sense of humility and an acknowledgement that you don’t have all the answers. And finally, I look for passion, particularly for media and especially a passion towards Hispanic America. It’s what Univision is about and the most successful people at our organization are those that are passionate for what this community of over 55 million people represents to this country.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity today is about ethnicity, gender, age and experiences. Just look at the millenial generation- they are the most diverse in our country’s history and their perspective and experiences are very different from other generations and are redefining our country. That is what makes working in our industry so exciting and so challenging – we are at the forefront of these demographic changes. We need to have a way to provide a voice for these diverse audiences of all ages and backgrounds within and outside our companies. Having access to, developing and engaging with these diverse audiences is no longer a option. That is why internships, affinity and leadership programs are critical for us to create the avenues for professional success and the pipeline that reflects this diversity.

Scripps had robust online presence before most other networks realized the value of interactive and digital content, and Franklin has pushed the company’s lifestyle content to new heights. She also helped guide Scripps’ successful launch of TV Everywhere. Franklin says the future largely hinges on consumers’ buying power. “We need to be more consumer-focused than ever before,” she says. “This means quicker response times and product cycles, increased focus on service levels, deeper degrees of engagement, and more openness to choice and personalization. For many organizations in the industry, moving forward success will demand significant changes in people, process and culture to adequately address these shifts.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Even in 2014 any definition of diversity would still have to include race and gender as, while much progress has been made, much more is required.  Having said that, I have always encouraged our industry to also be very mindful of diversity of thought.  We tend to be somewhat insular, and in an industry undergoing such tumult and disruption, new perspectives and experiences are critical in terms of ability to manage through the chaos.

What qualities do you look for when making a new hire?

When I am seeking a qualified candidate, about 60% of the assessment is about the current role, but 40% of the assessment criteria has to do with the individual’s ability to grow into roles of greater and broader responsibility.  It is about their resilience, agility and EQ, which speaks, ultimately, to their staying power.

Name one emerging trend in cable we should all have our eyes on.

The buying power of the consumer.  It is a buyer’s market, and we need to be more consumer-focused than ever before.  This means quicker response times and product cycles, increased focus on service levels, deeper degrees of engagement, and more openness to choice and personalization.  For many organizations in the industry, moving forward success will demand significant changes in people, process and culture to adequately address these shifts.

One word defines Espinoza’s tireless efforts to raise Showtime Sports’ profile during the past year: Boxing. Or perhaps two words: Floyd Mayweather. As a top destination for big-time boxing, Showtime’s flagship franchise Showtime Championship Boxing has increased consistently year over year, and in 2013 the network doubled its live boxing offering, going from 24 to 42 live fights. Espinoza also brought additional prestigious programs to the network including “ShoBox: The New Generation,” “Jim Rome on Showtime,” “60 Minutes Sports” and Emmy-winning “Inside the NFL.” Perhaps unsurprisingly, he most enjoys working with “individuals who are self-confident enough to think differently and try new approaches, which will necessarily involve a risk of failure.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Achieving diversity requires more than hiring people of various ethnic backgrounds and genders.  In my opinion, company diversity is achieved when we hire and empower a wide range of free-thinking individuals with diverse backgrounds, experiences and perspectives.

What qualities do you look for when making a new hire?

A key quality I look for is fearlessness. I look for individuals who are self-confident enough to think differently and try new approaches, which will necessarily involve a risk of failure.  I want people who are willing to risk failure, as opposed to staying on the safe, well-traveled path.

Name one emerging trend in cable we should all have our eye on.

Event-based viewing.  While much of the television audience may not be fans of football or award shows, viewers want to be part of the collective social experience of the Super Bowl or Grammy Awards. Creating a well-rounded, collective viewing experience can cut through the clutter of a highly segmented television market and help counter the time- and place-shifted viewing habits of today’s viewers.

This year marks the second in a row that Comcast and NBCU earned a perfect score on the Human Rights Campaign’s Corporate Equality Index, helping to earn a designation as one of America’s “Best Places to Work” for LGBTs. Credit Robinson, who’s on the front lines of the movement for greater diversity and inclusion both at NBCU and within the industry. He traveled to the Olympics in Sochi as an openly gay man so he could directly oversee diversity issues as they unfolded during the games. Robinson continues to build on the company’s many successes, working with all of the company’s divisions and properties to drive greater diversity.

As Bright House continues its rapid development of tech offerings, Johnson tracks all policy implications associated with the company’s technology infrastructure and service delivery. Her expertise is recognized outside company walls too. This spring Florida Gov. Rick Scott appointed Johnson to the State Board of Education. “Diversity in 2014 is not simply about race,” says Johnson. “It is about a multiplicity of perspectives, thoughts and approaches. Diversity ensures that all possibilities are seen through a multifaceted prism and therefore the potential for success is exponentially greater.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity in 2014 is not simply about race, it is about a multiplicity of perspectives, thoughts and approaches. Diversity ensures that all possibilities are seen through a multifaceted prism and therefore the potential for success is exponentially greater.

Who has been your strongest mentor, and why?

I have been fortunate to have many great coaches, strong mentors, and sponsors over the course of my career whose advice and insight I rely on constantly.  The strongest experience for me has been more of a sponsorship, than a mentorship.  Having the opportunity to learn the cable industry through the eyes of a leader and visionary, Nomi Bergman, provided me with a rich understanding of the industry’s past.  More importantly, it provided me with a well-honed perspective on the strategy for the future.  She also helped me learn to be a better leader by reminding me to find my voice, to manage my energy, and to show passion and purpose in my work.

What qualities do you look for when making a new hire?

The qualities I look for when making a new hire are high energy, high intellect, and high engagement.  Critical experience is definitely a great asset to have, but you can always count on success when you are working with a bright, fully motivated, team player.

Lightcap is well on track to repeating—if not besting—her 2013 success leading the Discovery portfolio to post its best ratings ever. “Our biggest innovation has been reimagining our content department, and coming up with a unique strategy and structure that is enabling our portfolio ratings to soar to record heights, which in turn is contributing towards fantastic growth,” she says. Lightcap seems to be onto something since the first two quarters of 2014 are already up over last year’s quarterly ratings.

What’s been your company’s biggest innovation this year? 

In terms of my area, our biggest innovation has been reimagining our Content department, and coming up with a unique structure that is enabling our portfolio ratings to soar to record heights**, which in turn is contributing towards fantastic growth.

What qualities do you look for when making a new hire?

What sets candidates apart for me are three qualities: passion / drive / “fire in the belly,” to always strive for excellence; the curiosity and will to always want to continue learning and growing; and third, the ability to collaborate internally while seeking to outperform the competition.

Who has been your strongest mentor, and why?

I was lucky to have worked for great leaders in my career, and also a great group of peers that have enriched and enlightened my working life. During my time at Fox, my mentor and friend to this day is Jane Pemberton. At Disney, I learned a great deal from my boss of many years, Diego Lerner. And in the two years I’ve been with Discovery Networks Latin America/US Hispanic, I am excited to work with Henry Martinez, who is a great leader, and who has assembled a first-rate team of colleagues.

Many regional executives want the smallest call-in-rate (CIR), but Lopez can actually claim it. He helped his region achieve the lowest-ever percent CIR, a tremendous milestone. A seasoned storyteller, he often shares personal stories about customer experiences, leadership skills and process improvements with his team. The exec feels he’s just paying it forward. “Early in my career our GM in Orange County, Linda Hossinger, took an interest in my career,” Lopez recalls. “She was instrumental in my development and professional growth. I will always be grateful for the coaching and guidance she provided.”

What’s been your company’s biggest innovation this year?

“My Account” App… the ability for customers to self-heal problems and schedule appointments, among other things, is outstanding. The ease of use and effectiveness of the app is incredible.

What’s your definition of diversity in 2014?

Definition hasn’t changed, it’s about an accurate reflection of our communities in the workforce. It is imperative for our continued success to support organizations and initiatives that focus on diverse leadership development.

Who has been your strongest mentor and why?

Early in my career our GM in Orange County CA, Linda Hossinger, took an interest in my career. She was instrumental in my development and professional growth. I will always be grateful for the coaching and guidance she provided

Tang leads the two networks’ financial strategy and long-term growth. Her killer work ethic and analytical thinking informs the development of strategic initiatives for Bravo and Oxygen, and she’s constantly on the search for new finance recruits. Her advice to young professionals is to hone skills through practice, practice and more practice. Here’s what she looks for in a candidate: “I require different qualities depending on the role. However, the common ones for any candidate would be someone who is team oriented, has a positive attitude and shows genuine interest in the role and business.”

Who has been your strongest mentor, and why?

While I do not have an official mentor, I am surrounded by amazing examples of leadership at Bravo and Oxygen. I often find myself observing their behaviors and styles in order to adjust and fine-tune my own.

What qualities do you look for when making a new hire?

I require different qualities depending on the role. However, the common ones for any candidate would be someone who is team oriented, has a positive attitude and shows genuine interest in the role and business.

Name one emerging trend in cable we should all have our eye on.

New ways of consuming content coupled with changing viewing habits of consumers will motivate the industry to rethink traditional business models.

An innovative leader in the digital space, Hsia is an industry trailblazer in real-time, interactive and transmedia storytelling. Take her team’s digital video series “Top Chef: Last Chance Kitchen,” which won an Emmy for Outstanding Multiplatform Storytelling. Or Bravo’s Play Live technology, which lets viewers influence live broadcasts. She recently led Bravo into the social commercial arena with a call to action during commercial breaks of “The Real Housewives of Beverly Hills,” and on Oxygen.com she’s brought a responsive design website and more social and video features for viewers. “I’ve had amazing bosses as mentors, but I would say my most influential mentors these days are the young staff on my team,” she says. “Digital is such a fast-moving and evolving space and they’ve taught me so much about millennial content consumption and where we need to be looking next.”

What’s been your company’s biggest innovation this year? 

I continue to be a big believer in multiplatform storytelling – whether through rich transmedia executions or real-time interaction. It’s about bringing the audience on a new journey to discover deep content experiences.

Who has been your strongest mentor, and why?

I’ve had amazing bosses as mentors, but I would say my most influential mentors these days are the young staff on my team. Digital is such a fast-moving and evolving space and they’ve taught me so much about millennial content consumption and where we need to be looking next.

What qualities do you look for when making a new hire?

Assuming the person has the necessary skills for the job, I’m also looking for genuine interest and curiosity, grit and a collaborative nature. If you’ve got those qualities, you are going to do great at our shop!

Under Barnhill’s leadership, BET Networks has defined its total market approach and unveiled exclusive research on African-American millennials focusing on lifestyle, media consumption and brand loyalty. In response to this research, BET has announced “The Start Up with Diggy Simmons” and talk show “The Keke Palmer Project.” Barnhill continues to lead new and innovative research on the African-American consumer to help corporate companies better understand the community. Under his leadership, BET has won eight Telly Awards for promotional excellence. Barnhill has served as a member of the International Board of Trustees and Maryland Program Director for the Hugh O’Brien Youth Foundation.

Taylor is steering Cox through a three-year plan to establish centers of excellence to push greater integration of talent management and strategic leadership across the company’s regions. She has played a vital part in the creation of Cox’s company-wide mentoring program and, most notably, she redesigned the talent review and acquisition process, allowing for top employees to remain within the company. Next on Taylor’s agenda is an HR support model for the centers of excellence, to include standardizing systems, goal and performance management and much more. And she doesn’t just talk the talk when it comes to recruiting a diverse staff. Taylor serves on the board of the Cable and Telecommunications Human Resources Assn., NAMIC and the WICT Advisory Council.

Simmelkjaer’s contributions to the NBC Sports Group are as varied as the sports themselves. He launched the World Series of Beach Volleyball on NBC and NBCSN and also negotiated a deal to bring the sport of obstacle racing (Spartan Race) to television for the first time ever. He oversaw continued growth of NBC Sports Radio, which now has more than 400 affiliates and digital traffic growth. And he obtained international rights for NBC to events including the Kentucky Derby, Belmont Stakes and Global Rallycross. Known for being a strategic thinker with broad industry knowledge, he has a unique perspective on the business world of sports as host of “Speaking of Sports with Rob Simmelkjaer.”

When it comes to industry disruptors, “Keep an eye on mobile,” Rice says. “Smartphones are the new Black.” Indeed, this savvy exec’s efforts and institutional knowledge have helped shape TV One’s distribution growth and expanded carriage on a significant level. Her attention to the viewing habits and entertainment consumption of African-American viewers drives new partnerships across platforms as she negotiates renewals with all key distribution partners—all while crafting the network’s TVE and new media strategy to take TV One to the next level.

Who has been your strongest mentor, and why? 

I have a former boss who is a great mentor because I can also count on her to “put the mirror in my face.”

What qualities do you look for when making a new hire?

I look for leaders who are strong communicators, innovative, smart, strategic, adaptable and courageous.  These are the skills you need to successfully manage change, lead diverse work groups and stay ahead of the competition.

Name one emerging trend in cable we should all have our eye on 

Keep an eye on mobile.  Smartphones are the new Black.

Stephens leads a team of 570 employees and three lines of business: media, commercial services and carrier services. Under his leadership, revenue in 2013 grew double digits year-over-year and more than doubled 2007 revenue. Stephens’ division also saw a 50% increase in fiber-to-the-tower installs over the previous year, launched online advertising and interactive TV advertising, moved to a new commercial IVR platform and launched a new automated tool to increase the velocity of sales to near-net customers. Stephens has set a goal for himself and his team to double CAO business over the next six years.

Under Davis’ leadership, Comcast now provides the most comprehensive suite of online security and safety products of any major Internet service provider in the country. She and her team oversee areas of high-risk policy and compliance. That includes negotiating partnerships, maintaining relationships in areas of regulatory sensitivity and managing customer security assurance. Davis also serves on Comcast’s Internal Diversity Council and its Women’s Network, an organization designed to develop and advance women at Comcast by providing a forum to network and opportunities for professional growth.

Roggero spearheaded NUVOtv’s $226 million deal with MSG to acquire music-centric network Fuse, which upped NUVOtv’s game significantly by enhancing distribution relationships, dramatically expanding the aggregate subscriber base, providing substantial economies of scale and affording unique opportunities for programming and cross-promotions. He also led the company’s recent $240 million bond offering. “I like to hire folks with strong character, ambition, and a strong desire to make a difference,” he says. “Excellent intellect doesn’t hurt.”

What’s been your company’s biggest innovation this year?

The company transformed itself overnight with the acquisition of Fuse. Overnight, the company and its portfolio of assets became the largest cable network targeting Latinos or multicultural audiences.

Who has been your strongest mentor, and why?

Fortunately, I have had several great mentors over the years. Early on in my career I worked for Stephen Cannell Productions, where I got a first-hand appreciation for the importance of giving back.  Stephen Cannell built a culture where all his executives went out of their way to help younger employees develop and grow.   At Disney I had the good benefit of several talented mentors who taught the importance and responsibility of developing and growing a strong brand.

What qualities do you look for when making a new hire?

I like to hire folks with strong character, ambition, and a strong desire to make a difference.  Excellent intellect doesn’t hurt.

A 30-year cable veteran consistently at the forefront of technological innovation, Thomas oversees all sales and affiliate relations for Starz’s satellite and telco accounts, which happen to be the best performing distributors of the company’s premium services. A trend to keep an eye on, according to Thomas, is how companies maintain diversity during mergers. “A lot of times the acquiring company will implement a work force reduction policy of LIFO: Last In/First Out. Oftentimes minorities and women are the most recent hires and thus have had a limited chance to gain experience.”

What qualities do you look for when making a new hire? 

The most important qualities I look for in a new hire are 1) a great attitude and 2) an “athlete” that is “smart,” “works hard” and is “willing to pass the ball and play a number of positions.”

Name one emerging trend in cable we should all have our eye on. 

Mergers: A lot of times the acquiring company will implement a work force reduction policy of LIFO: Last In / First Out. Oftentimes minorities and women are the most recent hires and thus have had a limited chance to gain experience. ‎African proverb “… When Elephants fight, Ants get hurt…” ‎Elephants have little regard for an ant, yet ants can devour an elephant, one bite at a time.

Hsiung saw the “Radio Disney Music Awards” telecast surpass “Nickelodeon Kids’ Choice Awards” as the top awards show among girls 6-11, but her biggest accomplishment this year may be this summer’s Disney Channel premiere of the highly anticipated “Girl Meets World,” a spinoff/update of ABC’s classic sitcom “Boy Meets World.” While most people view diversity in terms of race, gender, religion or cultures, Hsiung would like to broaden it even further. “I would like to see ‘diversity’ in our workforce include differently-abled people,” she says. “I would like to see job training and accommodations to promote inclusion of special needs and other disabilities.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

I would like to see “diversity” in our workforce include differently-abled people.   I would like to see job training and accommodations to promote inclusion of special needs and other disabilities.

Who has been your strongest mentor, and why?

Over 17 years, Gary Marsh has been one of my most influential teachers.   He has supported my growth as a leader.   He has encouraged my development in areas outside my discipline.   He has taught me to trust my creative voice.   He has given me opportunity and encouragement to develop others.   Gary has also been a champion for diversity in front-of and behind the camera to reflect our audience.

What qualities do you look for when making a new hire?

I seek out skillsets, backgrounds and experiences lacking in my team.   I look for talent that can complement and provide additive value to the group.  Managing difference is difficult but it is also essential for innovation and creativity, our key business drivers.

Under McCollum’s watch, the Cox Virginia Region has rolled out its Contour video product, Cox WiFi, Voice IP Centrex and Essential Cloud for Cox Business customers, plus Cox’s low-cost broadband adoption initiative Connect2- Compete. Armed with a strong sense of civic duty and keen business acumen, McCollum’s passionate leadership goes far beyond his job description. Case in point: he co-founded E3: Elevate Early Education, a statewide initiative advocating for early childhood education and security investments from the state. His passion for service has been recognized by many organizations. Accolades include being named a Richmond Public Schools Living Legacies honoree.

This May, Chadda took on his new role at NBCU Cable Entertainment, and it’s perhaps not a moment too soon. “Sunil is not only a terrific financial strategist, but he has been an invaluable contributor to the growth and strength of our portfolio and, not to mention, a fantastic person to work with,” said Catherine Dunleavy, CFO of NBCU Cable Entertainment, to whom Chadda reports. His responsibilities include financial planning, analysis and controllership for the cable entertainment group, as well as leading many cross-cable entertainment operating initiatives. Before joining the company, Chadda held financial management roles at Schrager Hotels.

With Myers leading the charge, Cox’s Northern Virginia region has shown measurable improvement in both employee morale and external engagement with the surrounding community and its customer base, allowing the region to surpass its financial plans this past year. Armed with a fierce commitment to leadership, diversity education and wealth of industry knowledge, Myers was recently named a “leader among leaders” in a survey conducted by his peers. He is incredibly dedicated to supporting NAMIC’s mission. “We have a great opportunity to better leverage the value of diversity and inclusion as it relates to but is not limited to race, gender, background, sexual orientation, generational diversity, and most importantly but more frequently forgotten, diversity of thought: character, expression and individuality,” he says.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

As written in Diversity Inc. (source Diversity Inc. website), I’d say Cox has made major strides in inclusiveness and is building the foundation for a blueprint in the industry. Few companies have the dedicated diversity-and-inclusion leadership of Cox Communications’ President, Pat Esser. He chairs the company’s National Diversity Council and consistently communicates how diversity is a critical part of the culture, values and business. He meets with employee resource groups and local diversity councils, and this year spent time with millennial employees to gain insight on their ideas about diversity and inclusion and their experiences at Cox. At his request, Cox added five millennial employees to the National Diversity Council. Esser also holds senior executives accountable for diversity results by having diversity-related goals in their performance plans. Cox redesigned its employee resource groups to support specific segments of underrepresented populations. Cox continues to have multicultural resource groups across the enterprise. The company this year also enhanced its diversity-recruiting strategy and ensured that all recruiters in Talent Acquisition were trained in this strategy, which includes cultural-competence education, social media, building relationships with multicultural nonprofits and presenting diverse pools of candidates.

What’s been your company’s biggest innovation this year?

Moving to a Center of Excellence Model to dramatically increase and enhance our customers experience with us.  This strategy is essential to our long-term ability to compete and to continue to offer the new and innovated products and services our customers expect from us.

Who has been your strongest mentor, and why?

I received an excellent education from a former military officer and F-500 executive Charles “Chuck” Perry.  He really stressed leadership as it relates to building your leadership organization or team.  It included these six key points that I use and share today with my mentees.

Go the extra mile, spend the extra time needed to hire not good but “great people.”
Hire people who are smarter than you in some skill set.
Look for leaders that understand the value of “Emotional Intelligence.”
Build a culture that requires a qualified diverse candidate to be identified and considered for each vacancy, even if it prolongs the recruiting process.
Hire people of diverse thought and background; don’t hire people just like yourself.
Get to know your people as individuals before you start leading your people.

What qualities do you look for when making a new hire?

My thoughts on this subject are simple: Good leaders aren’t born or made; they are developed through desire and commitment to lead, serve and educate. I look for leaders who are students of their craft, first focusing on continuous improvement of their own leadership skills before they can successfully lead others. In senior leadership roles, I consider the following table stakes during the interview process. They are:

Your accomplishments
Experience
Education

All important, but are a given. With that being said, “Job One” is for them to show a commitment to lead by example, have a focus on teaching and developing their people, encouraging, supporting and empowering them.

Name one emerging trend in cable we should all have our eye on?

Emerging trends can be viewed from several angles–good and not so good. Both can be seen as trends that we should all in this industry have our eyes on. So if I’m going to get on my soapbox and for this moment I will take the opportunity. I could talk about technology; there are several innovations coming our way.  But, I’d prefer to bring visibility to the shortening or shrinking of leaders of color in mid-level and senior positions specifically outside of HR and Field Services (where it is much less of a gap).  It’s the challenge of finding, recruiting, developing and maintaining mid-level and senior leaders of color, specifically women and also men to a lesser extent. We also have a great opportunity to better leverage the value of diversity and inclusion as it relates to but is not limited to race, gender, background, sexual orientation, generational diversity, and most importantly but more frequently forgotten, diversity of thought: character, expression and individuality.

As The Walt Disney Co.’s Chief Diversity Officer, Richardson supports 150,000 employees worldwide. Credit for the company’s improved employee engagement scores and record low employee turnover in the past year goes to Richardson, and that success can be traced back to his belief that everyone matters, at all levels of the organization. “One of my most influential mentors was a former boss who defined leadership simply and profoundly. He said, ‘Leaders serve to make those around them better.’ Implicit in his words, I have come to understand that good leaders are the people you trust. Those who share information and power,” he says. “They inspire and act in the best interest of the team.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

A diversity and inclusion definition in 2014 embraces the perspective that everyone matters. Everyone’s voice and participation is welcomed and required to drive employee engagement, productivity and marketplace success. It expands beyond the traditional thinking and unleashes the collective and unique power, talents, and abilities of the individual and the team. The cable industry has the opportunity to continue to diversify the entire workforce, at every level, to develop our teams to their full potential and ensure that our content, products and services broadly reflect the diverse audience that we serve.

Who has been your strongest mentor, and why?

One of my most influential mentors was a former boss who defined leadership simply and profoundly. He said, that “leaders serve to make those around them better.” Implicit in his words, I have come to understand that good leaders are the people you trust. Those who share information and power. They inspire and act in the best interest of the team.

What qualities do you look for when making a new hire?

I generally hire for intellect, professional excellence, authenticity, energy and integrity. I look for individuals who will bring a diverse perspective to the team and who are confident enough to speak up and be themselves.

In less than a year as MundoFox chief, Morales is growing the Spanish-language network into a go-to source of entertainment, news and information for the Hispanic U.S. market. His prior experience in local and national television sales and marketing are invaluable in attracting advertisers to MundoFox. And his wise hiring decisions don’t hurt either. “I look for smart and curious people who can find creative solutions to everyday problems,” he says. “As the newest player in the broadcast arena, we have to be more creative and flexible and our team should display those qualities.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity and inclusiveness should always go hand in hand.  I’m very proud to work for a company that takes this very seriously.  The fox audience strategy team has made great inroads in this arena with their mission to authentically engage and promote diverse voices across 21st century fox and to transform the representation and portrayal of diverse communities within the media and entertainment industries.

What qualities do you look for when making a new hire?

I look for smart and curious people who can find creative solutions to everyday problems.  As the newest player in the broadcast arena, we have to be more creative and flexible and our team should display those qualities.

Name one emerging trend in cable we should all have our eyes on.

Content continues to be king and that’s not a new trend, however, how that content is consumed continues to evolve.  We have to be prepared to compete across different platforms, but ultimately deliver unique and innovative storylines that will engage our viewers by creating a conversation in their social networks [on and offline]  and ultimately build our audience.

Working closely with Magic Johnson Enterprises, Butler successfully grew Aspire’s distribution to more than 20 million households by securing notable distribution deals. As he heads into 2015, Butler’s plan is to continue to grow Aspire’s distribution and advertising partnerships, while adding to its already impressive original programming slate, which includes shows like “The Root 100” and “Exhale.” Butler doesn’t have to look too far when asked who his greatest mentor is. “My sister’s always there to push me to face challenges head on,” he says. “She is the best sounding board for me, guides me to ask the right questions and reminds me that I need to listen more.”

What’s the definition of diversity in 2014?

Differences should be celebrated and elevated, not hidden or diluted.  While we all share things in common as viewers and consumers, when the industry pays attention to the unique things that make our products and services relevant and relatable to different viewers and consumers, we can attract a more engaged and loyal customer base.

What’s been your company’s biggest innovation this year?

We launched a new campaign, “ASPiRE Jam Sessions,” for Black Music Month that hit on our brand to celebrate “Our Past, Our Now, and Our Next.”  The series wove together exclusive and acoustic musical performances from current and next generation independent African-American artists, along with their reflections on the contributions of Black music.  It was great hit socially and now we are building it out across other tent-poles.

Who has been your strongest mentor, and why?

My strongest mentor has been my sister.  She’s always there to push me to face challenges head on and forces me to think (and re-think).  She is the best sounding board for me, guides me to ask the right questions and reminds me that I need to listen more.

You can’t go wrong putting the customer first. That’s the philosophy Simmons brought with her when she transitioned to human resources leader at Comcast in March. In partnership with her Customer Operations Business Partners, Simmons launched key employee-impacting initiatives that significantly improved employee satisfaction ratings on a national level. When it comes to hiring new employees, Simmons looks for “passion for their work, intellectual curiosity, perseverance, and relationship building.” Simmons is also building a series of initiatives in the Central Division aimed at recruiting, training, developing, rewarding and retaining employees.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

The definition is unchanged in 2014.  Diversity is about understanding each other and moving beyond simple tolerance to embracing and celebrating our differences.

Who has been your strongest mentor, and why?

Bill Strahan, EVP HR Comcast, has been one of my strongest mentors because he demonstrates daily how I can be a strategic business partner for the organization I support.

What qualities do you look for when making a new hire?

Passion for their work, intellectual curiosity, perseverance, and relationship building.

The development, production and programming teams at Discovery Channel, Science and Velocity rely on Williams-Fauntroy to negotiate complex deals and transactions, but she also advises internal clients on liability issues involving privacy, defamation, publicity, copyrights and more. When considering new hires, she says being an accomplished candidate isn’t always enough. “Of utmost importance is that a candidate speaks with candor and with truth about his or her experience and skill set,” she says. “It’s ok to admit where you have areas for development. Use those areas as places where you would like to stretch your skill set.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is demonstrated when you have a variety of voices in your presence.  Whether you are watching TV, reading something in print, sitting with others in the board room, or in a strategy session or in your weekly staff meeting, diversity means that the people and energy in that space are not homogenous.  Diversity brings layers of opinions and personalities; it spices up what is bland and it potentially opens each mind to something new.  In our industry there are a good number of fields that would benefit from a wider range of voices and opinions and even in the fields where diversity is present, it is critical that corporate teams listen to opinions brought to the table from people’s experiences and their varied backgrounds.  Those experiences can help make business decisions more informed.

Who has been your strongest mentor, and why?

My strongest mentor is a seasoned, smart and well-regarded media business and legal executive whom I have known for twenty years since my law school days.  Part of the reason why she has been so effective for me as a mentor is because she has been candid about her own experiences and she has been honest with me about how I can better myself personally and professionally.  She has looked out for me since I was early in my career, making sure that I have had her guidance along the way as I’ve navigated work and life.  She appreciates hard work and she and I share common views on how to treat people, how to manage work issues and how to keep sane outside of work. She’s been a person of incredible value to me.

What qualities do you look for when making a new hire?

This is a competitive environment and great jobs, particularly at great companies like Discovery, are highly sought after so it is important for candidates to distinguish themselves from other applicants.  Of utmost importance is that a candidate speaks with candor and with truth about his or her experience and skill set.  It’s ok to admit where you have areas for development; use those areas as places where you would like to stretch your skill set. Among other things, an ideal candidate for a job will show solid familiarity or, if needed, deep knowledge in the substantive area in which they will work, willingness to do more than is asked and a genuine interest in the field (more than just saying “I love watching your network”). Candidates with energy present well and arrogance is a turn off.  A succinct and grammatically correct resume is a no-brainer and thank you note, especially a hand written one, goes a long way.

While managing the entire distribution infrastructure of Discovery’s Latin American portfolio, over the past year Buzanello has overseen 140 launches while rolling out HD versions of the channels throughout the region and adding Discovery Turbo to basic packages. She sees new distribution platforms as key. “This has the potential and is changing the consumer behavior, and the industry will need to change along with [the consumers],” she says. “The content needs to be provided on different platforms,” she says. “Therein lies the challenge of figuring out how to balance the traditional business model vs. the new and diverse distribution platforms.”

Who has been your strongest mentor, and why?

My father was my strongest mentor.  He had numerous challenges growing up and throughout his life and he managed to be a successful and exemplary father and head of the household, regardless of the setbacks or the challenges.  He was always looking forward to living each day; and that is how I remember him.  He appreciated life.

What qualities do you look for when making a new hire?

There are three very important qualities that I look for in a new hire: they need to be open and willing to learning new things; they need to be ambitious and persistent in reaching their goals and objectives; and probably most important of all – they need to be a team player.

Name one emerging trend in cable we should all have our eyes on.

Certainly, the new distribution platforms are something to keep our eye on; this has the potential and is changing the consumer behavior, and the industry will need to change along with them (the consumers); the content needs to be provided on different platforms.  However, therein lies the challenge of figuring out how to balance the traditional business model vs. the new and diverse distribution platforms.

A veteran in the music and television industry, Baker oversees Centric, the 24-hour entertainment network targeting 25-54-year-old African Americans, but he also leads BET Event Productions, which produces numerous festivals throughout the world. What does he look for in job applicants? “Great energy, enthusiasm, organization, innovative thinking, humility and a smile,” he says, noting that cable needs to go outside subgroups and hire the most qualified candidates when filling positions. When it comes to branding, he believes in providing experiences. “We brought our BET brand to life off the screen with the BET Experience Festival in the Los Angeles metropolitan area,” he says.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is about open mindedness. We must be willing to go outside our race/sex or subgroup and include or hire the best person for the job/task/opportunity.

How can the cable industry do better at being inclusive?

Look at the market you serve (or would like to serve) and have people in your staff reflect that market or target group. We need to start using our own employees and colleagues as resources. In my experience, you can often find information, passion and innovative creativity in the person sitting next to you.

What’s been your company’s biggest innovation this year? 

Bringing our BET brand to life off the screen with the BET Experience Festival in Los Angeles metropolitan area.  We were excited to bring some of Hollywood’s biggest names, but the true honor came from implementing fun ways to engage the community in the BET brand.

Who has been your strongest mentor, and why?

Viacom’s Tom Dooley and Philippe Dauman are my strongest mentors. Their genuine interest in my professional and personal well-being is clear. Their advice is always spot on and their delivery is respectful.

What qualities do you look for when making a new hire?

There are so many things that I look for when making a new hire, including: great energy, enthusiasm, organization, innovative thinking humility and a smile.  It’s also important they have a history of doing more than what’s required.

Name one emerging trend in cable we should all have our eye on.

Consumers want experiences – interactive mobile apps, social media integrated into broadcast, etc. So, an emerging trend in cable we should be focusing on is how to turn (reasonably priced) event content into portable content on multiple platforms.

Former Cablevision exec Giraldo in 2011 joined AMC Networks, where he leads the company’s internal accounting and transaction services and oversees the SEC reporting function. His team of 46 professionals makes up half of AMC Network’s financial staff—all of whom have had a busy 2014 with the recent purchase of Chellomedia, now known as AMC Networks International. During the acquisition process, Giraldo provided critical guidance to the company’s top brass and legal team. While he values his professional mentors, Giraldo notes “the core values of responsibility, working hard, dedication and importance of education and learning, while still maintaining a sense of humor, were instilled by my parents.”

What’s been your company’s biggest innovation this year?

The company’s significant expansion into the international marketplace through the acquisition of Chellomedia was certainly an innovative transaction by our organization.  International distribution provides an opportunity to offer our original programming to a broader market and fits in quite well with the company’s long-term strategy.

Who has been your strongest mentor, and why?

Without a doubt, my parents have been my most influential mentors. While I have had tremendously valuable formal and informal professional mentors throughout my career, the core values of responsibility, working hard, dedication and importance of education and learning, while still maintaining a sense of humor, were instilled by my parents.

What qualities do you look for when making a new hire?

I have a base line expectation that new hires have the right combination of intelligence and technical knowledge; however, what will differentiate the successful candidate from the pack is the one that also offers intangibles such as work ethic, drive, ability to adapt to change while still being able to collaborate and perform well within a team environment.

After five years on team A+E Networks, Strong was promoted to her current role, where she co-leads a sales team responsible for securing distribution and revenue. As she continues to focus on securing distribution and revenue through distribution deals, she has her eye on the increasing availability of content on multiple platforms. The NAMIC National Board member and Betsy Magness alum says the definition of diversity hasn’t changed, and the cable industry can become more inclusive “by providing targeted outreach to institutions that focus on multi-ethnic success.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

The definition of diversity hasn’t changed. The cable industry can become more inclusive by providing targeted outreach to institutions that focus on multi-ethnic success.

What qualities do you look for when making a new hire?

Passion for the industry. Perspective and a willingness to debate it. Authenticity

Name one emerging trend in cable we should all have our eye on.

The increasing availability of content on multiple platforms.

What an exciting year for Kim. After founding an indie production and consulting company that focuses on content targeted at multicultural audiences, she rejoined the corporate ranks in April as an EVP at Nat Geo in D.C. No stranger to network life—in the late ’90s, Kim worked on deals to launch MTV and Nickelodeon around the globe—she now oversees business and legal affairs pertaining to all domestic and international businesses for National Geographic Channel, Nat Geo Wild and Nat Geo Mundo. “Program ownership has been one of the financial benefits of the cable deal model to cable networks buyers,” she says. “As cable production companies are being acquired by companies with global distribution capacities, the ability of cable nets to retain ownership of the programs they produce is becoming increasingly difficult.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity in 2014 means, to me, embracing the ways in which we are all different. The cable industry can be better at inclusiveness by not only seeking diverse employees and people in front of cameras, but seeking greater diversity in the creators we support and trust to develop and make our programming.

What qualities do you look for when making a new hire?

The qualities I seek most when making a new hire competence and a desire to excel. I always ask myself “do I think the person can do the job and is the person motivated to it well”.

Name one emerging trend in cable we should all have our eye on.

An emerging trend in cable, we should all have our eyes on is the vertical integration of program producers and distributors. Program ownership has been one of the financial benefits of the cable deal model to cable networks buyers. As cable production companies are being acquired by companies with global distribution capacities, the ability of cable nets to retain ownership of the programs they produce is becoming increasingly difficult.

Vines is charged with enhancing the customer experience in Cox’s emerging region, with a continued emphasis on improving sales performance and reinventing the consumer retail experience. And she has done so with a staff that mirrors the communities it serves: More than 47% of the region’s workforce is minority. But she says cable can, and must, step up its diversity efforts. “It takes courage and perseverance to keep diversity top of mind. The cable industry can do a better job keeping inclusion relevant and ensuring that, in this multicultural marketplace, laws and regulations are inclusive and that diversity remains a global initiative.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

It takes courage and perseverance to keep diversity top of mind. The cable industry can do a better job keeping inclusion relevant and ensuring that, in this multicultural marketplace, laws and regulations are inclusive and that diversity remains a global initiative. The impact of our industry is truly felt across the world.

What’s been your company’s biggest innovation this year?

2013 brought fantastic innovations in TV with Contour by Cox.  In 2014, it is all about speed with plans to double our residential Internet speeds and deliver the commercial bandwidth to drive innovation throughout our communities.

What qualities do you look for when making a new hire?

I like to hire for character and train for skill.  When hiring leaders and front line employees, I look for someone who has a passion for people. That passion typically translates into a great customer experience.

Kang’s work ethic is—pun intended— inspiring. He oversees all network distribution and affiliate marketing aspects of INSP, and he’s not afraid to surround himself with go-getters when making new hires. Kang looks for individuals who have “evidence of grit, unique backgrounds, humility, confidence, and candidates who are smarter than me.” Believing that diverse employees can make a whole organization greater than the sum of its parts, Kang encourages his fellow industry leaders to support such organizations as the Walter Kaitz Foundation, NAMIC and WICT.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Unique differences that make a whole organization greater than sum of its parts.  More industry leaders supporting Kaitz, NAMIC and WICT.

What qualities do you look for when making a new hire? 

Evidence of grit, unique background, humility, confidence and candidates smarter than me.

Name one emerging trend in cable we should all have our eye on.  

Wholesome family entertainment making a comeback.

It took a team of go-getters to launch the X1 operating system over the last year. So when assembling teams, Jennings looks for candidates with the potential to move “at least two levels higher than the position they are applying for.” As far as emerging trends in cable go, Jennings notes, “Keep your eyes on the cloud. The implication of hosted technology is very far-reaching. It can turn our existing models for set-top devices, storage limits, content cataloguing, portability and other content manipulations (along with a whole host of other applications) totally upside-down!”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

I think Diversity is the constant introduction of the presence of what is absent at any given time….  This suggests that to be truly diverse, you are CONSTANTLY seeking to include that which is under or non-represented in your space. How do we get better at “Inclusiveness”?  Be deliberate about it. There are very few “happy accidents”.

What qualities do you look for when making a new hire?

“Capacity”… Past experiences and successes that suggest that candidate will have the potential to move at least two levels higher than the position they are applying for… “Cube”… This suggests a variety of experiences that add depth to the core expertise/skillset of the candidate.  For example; overseas experiences, engagement in areas outside of their functional expertise, community involvement, etc…

Name one emerging trend in cable we should all have our eye on.

Keep your eyes on the “Cloud”…  The implication of hosted technology is very far-reaching.  It can turn our existing models for set-top devices, storage limits, content cataloging,  portability and other content manipulations (along with a whole host of other applications) totally upside-down!

Regis’ sales strategy helps pitch advertisers on how the Travel Channel brand has broadened its appeal to a wider, trendsetting audience, and that in turn has increased demand in upfront and scatter markets. What does he see as cable’s emerging trend? “VOD is a product that is poised to grow both from a consumer and a monetization standpoint,” he says. “As consumer usage and the metrics around that usage grows and becomes more stable, a dependable revenue stream will become a bigger part of cable revenues.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity has to reach the level of the top decision makers. Inclusion is great, but the power to craft decisions that guide the industry’s future is more important. 

What qualities do you look for when making a new hire?

Native intelligence, curiosity and integrity are qualities that are a must-have for me.

Name one emerging trend in cable we should all have our eyes on.

VOD is a product that is poised to grow both from a consumer and a monetization standpoint. As consumer usage and the metrics around that usage grows and becomes more stable, a dependable revenue stream will become a bigger part of cable revenues.

Nearly a year after former NAMIC chief Nicol Turner-Lee left the organization, Simons came out of retirement in June to carry on the NAMIC mantle. His 30 years of experience in the industry—21 of them at Cablevision, most recently as EVP of Cablevision’s Rainbow Advertising Sales Company—has primed Simons for the tough task of revitalizing this important industry organization. Simons sees the task of addressing diversity in an increasingly consolidated market as a challenge, given that M&A can lead to fewer positions. But he also sees an opportunity for NAMIC to step in and educate companies and talent on navigating change moving forward.

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

From my perspective, diversity in now defined by the symbiotic relationship that exists between inclusion and profitability. An outcome of this development has been an urgency amongst executive leaders and corporate board members to create sustainable pathways that support the career advancement and professional mobility of ethnic minorities within the marketplace. Continued CEO support for such initiatives is critical to maintaining and building upon our current progress.

Who has been your strongest mentor, and why?

My strongest mentor has been Robert “Bob” Holland, Jr., former partner of the global management consulting firm, McKinsey & Company and the first African American president and CEO of the ice cream manufacturer, Ben & Jerry’s. A trusted colleague and friend, Bob’s wise counsel and sage advice have greatly contributed to my growth and development as an executive leader.

What qualities do you look for when making a new hire?

When making new hires I look for leadership, breadth of knowledge and potential. Professionals that have clearly demonstrated the ability to effectively guide teams, and contribute to the achievement of management goals and objectives are essential to an organization’s success. Individuals that can see the big picture or innovative idea and develop and facilitate systems that support the implementation of projects derived from such concepts are invaluable.

Das began her 17-year career at WICT as support staff, straight out of grad school. Today, she oversees operations and strategy for the entire 10,000-member association. One of her chief responsibilities is leading research efforts behind the PAR Initiative, which provides a fundamental portrait of women’s status within cable and telecommunications. The industry has made great strides over the course of a decade, and Das sees additional improvements on the horizon. “Other technology companies have recently begun to disclose their diversity numbers, so we can really see that the cable industry has good numbers to tout,” she says. “Our industry has made a significant commitment to diversity, and WICT will continue to work with our partners to tell this story broadly.”

What’s the definition of diversity in 2014, and how can the cable industry do better in the area of inclusiveness?

Diversity is being inclusive and open to all ideas and points of view. You can always improve, but the cable industry has demonstrated its commitment to improvement by measuring progress – both in terms of best practices and results. WICT’s PAR Initiative turned ten last year, and we have had ongoing support and participation from cable media companies from the start. In ten years, we have made real strides. Other technology companies have recently begun to disclose their diversity numbers, so we can really see that the cable industry has good numbers to tout. Our industry has made a significant commitment to diversity and WICT will continue to work with our partners to tell this story broadly.

Who has been your strongest mentor, and why?

My parents have been and continue to be my strongest role models since they took the risk to leave their homeland for better opportunities abroad. I’ve seen their struggles and how hard they worked so that we would never experience their challenges. They showed me that hard work and being true to who you are pays off.

What qualities do you look for when making a new hire?

I look for someone who is authentic and believes in our mission. The person needs to be nimble, eager to learn and a team player.