One of Rice’s not-so-secret secrets for negotiating complex multiyear renewals is that she seeks solutions that benefit both sides, and she also cultivates long-term business relationships based on mutual trust and respect. Rice passionately advocates for A+E Networks’ younger executives, and helped establish A+E Spark!, a now-global mentorship program that guides promising female employees of all backgrounds toward executive positions at the company. She understands there’s work to be done, but appreciates A+E’s dedication to DEI: “Every employee has a measurable goal around DEI, and the company provides ongoing training and resources to ensure we are creating the most inclusive and diverse talent pool, both in front of and behind the camera, with our vendors, as well as our workforce.”
What’s one way your company has broadened the recruiting process to ensure greater diversity?
I’m so proud to work at A+E Networks, where Paul Buccieri and Karen Gray have made DEI a priority broadly and not solely in the recruiting area. Every employee has a measurable goal around DEI and the company provides ongoing training and resources to ensure we are creating the most inclusive and diverse talent pool, both in front of and behind the camera, with our vendors, as well as our workforce. There’s work to be done but we have made meaningful steps in this area thanks to our leadership.
What question(s) should you ask to ensure you’re achieving pay equity?
As the direct questions. What is your pay equity policy? How is this managed and monitored? Ask for transparency around this topic from your boss, HR and senior management.
What one female empowerment book do you think every woman should read?
I loved “Year of Yes: How to Dance It Out, Stand In the Sun and Be Your Own Person” by Shonda Rhimes (and of course anything by the brilliant Brene Brown).