It hasn’t been an easy year for Caserta, who spearheaded the company’s rapid response to the COVID-19 crisis. She and her team came up with initiatives to support employees with the challenges they’re facing during this time. She also is a leader in the committee overseeing the eventual return to the office. Caserta’s job has her heading up AMC Networks’ expanding diversity, equity and inclusion goals and supporting the company’s nine employee resource groups (which she led the creation of). She recently oversaw a new professional development initiative with Workday Learning to provide free access to a host of courses for employees to develop and strengthen new skills.“Women and men at the top of their careers should open the doors for the next generation of female leaders and show commitment to creating advancement opportunities,” she says.
What is one of your proudest moments during the pandemic? Seeing the incredible collaboration, commitment, and innovation from everyone at AMC Networks as we quickly shifted to remote work, even while dealing with the personal challenges brought by the pandemic.
What is the biggest factor needed to eliminate gender inequality in the workplace? I am a big advocate of mentorship and allyship. Women and men at the top of their careers should open the doors for the next generation of female leaders and show commitment to creating advancement opportunities.
How can companies best foster an environment of allyship? AMC Networks fosters a culture of allyship, encouraging our most senior leaders to participate in our Employee Resource Group (ERG) communities and actively mentor ERG members. We believe this kind of access and engagement with rising leaders from diverse backgrounds promotes a genuine understanding of what employees need to succeed and grow. It’s an organic way to identify talent across the company and ensure inclusion and growth opportunities for everyone.