In the past year Kalosieh led renewals of nearly 10 major carriage agreements with network distribution partners in the U.S. and Canada, including Dish and Sling TV, DirecTV and Verizon. But that’s just the tip of the iceberg. She played a pivotal role in launching and growing the company’s two SVOD offerings—AMC+ and WEtv+—ensuring they’re available on platforms including Xfinity, Apple TV, Amazon Prime Video and The Roku Channel. And she’s pioneered the inclusion of AMC Nets content in the ad-supported realm including on Pluto TV, IMDB TV and Samsung TV Plus. “Talking with your manager or HR partner to understand what annual, or bi-annual, reviews take place to ensure pay equity” is a great way to prompt this important conversation, she says.
Do you have an example of male allyship that made a difference to you?
One man in particular that helped change my career trajectory was Henry Ahn. Henry taught me, by example, the art of negotiating an incredibly challenging deal with a spirit of true partnership. He was an advocate for me within the organization and his transparency was uniquely refreshing. I think the world of Henry and he remains a true mentor and dear friend to me.
What one female empowerment book do you think every woman should read?
“New Rules of the Game,” by Susan Packard. Susan is a seasoned media executive and pioneer who helped pave the path for many of us in the media industry. The book provides 10 strategies for women to be successful in the workplace centered around a concept called Gamesmanship – a strategic way of thinking, a set of behaviors, and an attitude that can help you win in the workplace. Investing your time in this quick read will pay off in spades for women navigating “the climb” to executive leadership.
What question(s) should you ask to ensure you’re achieving pay equity?
Talking with your manager or HR partner to understand what annual, or bi-annual, reviews take place to ensure pay equity is a great way to prompt the conversation. Over my career, it always gave me great confidence when my organization came to me, or one of my direct reports, with a “market adjustment.” Behaviors like these reinforced that pay equity was consistently top of mind for them.
