Philpott is a lifelong learner, and that pursuit of knowledge has often paid off. “Earlier in my career, a male peer with whom I had an identical role at the same company confided in me that he knew how much I was earning and my total compensation package and that it was significantly less than what he was earning,” she says. “For me, knowledge was power and I was able to act upon it.” Beyond their typical discussions with the FCC and state regulatory bodies, Philpott’s team advised Cox’s acquisition of Segra, one of the operator’s largest deals ever. She’s also keeping an eye on a number of political transitions, including the official naming of Jessica Rosenworcel to the FCC chair position and Gigi Sohn to the third Democratic commissioner seat.
What’s one way your company has broadened the recruiting process to ensure greater diversity?
When it comes to increasing diversity, Cox walks the walk. As part of its annual incentive compensation and MBO goals, leaders are actually incentivized by having measurable recruiting goals: positions for director-level and above must have a diverse slate of candidates interviewed for the position. In addition, interview panels must also be diverse. More specifically a diverse slate of candidates means at least one female and one person of color—which cannot be the same person; and the same holds true for a diverse panel. Making diversity in recruiting a business priority that is woven into key performance objectives signifies a real commitment to improving diversity within the company.
Do you have an example of male allyship that made a difference to you?
Earlier in my career, a male peer with whom I had an identical role at the same company confided in me that he knew how much I was earning and my total compensation package and that it was significantly less than what he was earning. He shared with me that he wasn’t sure what to do with the information but he felt that I should know. For me, knowledge was power and I was able to act upon it. That for me was a true example of male allyship.
What one female empowerment book do you think every woman should read?
“How Women Rise: Break the 12 Habits Holding You Back from Your Next Raise, Promotion of Job,” by Sally Helgesen and Marshall Goldsmith. Written by two outstanding authors and leadership coaches who appropriately hit head on the roadblocks that seem to sometimes hinder women which may be nuanced from what their male counterparts experience in their leadership careers.