He may specialize in developing new tech tools that will create and enhance the customer experience—especially in automation, connected home, security and immersive areas—but Ip also mentors entrepreneurs through the start-up process via UpRamp. He knows that broadening the definition of diversity to include diversity of experiences is important, even in the high-tech industry. “Our customer base is evolving and so are their preferences—having a diverse employee base will help us understand these needs and deliver high-quality user experiences,” he says.
How can diversity be better incorporated into the recruiting process?
A focus on diversity and inclusion is important to ensuring that we have the talent needed to drive our company into the future. Broadening our definition of diversity to include not only cultural backgrounds but also diversity of experiences and expertise will be important for success in the talent marketplace.
Can you share a successful diversity program at your company or one you’ve observed at another company or organization?
One of the most powerful programs we have is our “We are Spectrum” video series, available through our corporate intranet. The series provides a periodic spotlight on some of our key employees, highlighting their backgrounds and their contributions to Charter. It’s a great way to showcase the diversity in our company while celebrating the talent that helps make Charter successful.
What questions is the industry not yet asking in its efforts to be more diverse and inclusive that it should be?
Our industry is becoming more and more rooted in deep technology (i.e., not your parent’s TV company). Diversity of experiences and talent is important for achieving our vision of becoming a high-tech industry. Our customer base is evolving and so are their preferences—having a diverse employee base will help us understand these needs and deliver high-quality user experiences.
