The Why: DEI is integral to Smith’s work leading Charter’s labor and employee relations team. He’s continually focused on helping increase the diversity of the company’s workforce. During the past two years Smith’s team has led training programs for more than 8,000 Charter employees, and the team has been critical in providing feedback and training for the company’s frontline leaders and units in such areas as diversity hiring practices and promotion metrics.
He Says… “Inclusion is really the goal when it comes right down to it—to create an environment where everyone feels free to bring their ideas, voice their opinions and concerns, and come up with better solutions to problems.”
How has advocating for DEI benefited your company or department? My team can only be effective for the entire company if it mirrors the company. We have been very fortunate to have a team that has drawn a widely diverse team at every level.
What is an overlooked aspect of DEI? Well I don’t know if it’s the most overlooked, but I think the key part of DEI is the “Inclusion” part. Inclusion is really the goal when it comes right down to it—to create an environment where everyone feels free to bring their ideas, voice their opinions and concerns, and come up with better solutions to problems. In that environment people aren’t afraid to step up and say when something isn’t working without fear of repercussion. Also, in my experience, you don’t get that on a team where everyone is the same, has the same experience, background, etc. The more open you are to the diversity part, the more likely you are to get that comfort with giving feedback. That in turn, I believe, promotes an environment that draws people from different backgrounds because everyone knows their viewpoint will not just be respected but solicited. To borrow from our former CEO, Tom Rutledge, it is a “virtuous circle.” Inclusion makes for a more successful enterprise, a better place to work and a magnate for a diverse team.
What practices should be adopted to make the hiring process more inclusive? I really like what Charter is doing with leadership development and mentoring. Our frontline hiring is reflective of the communities we are in. Developing and identifying Charter’s future leaders for every level takes a diligent and individual approach, year in and year out. I also believe that all leaders, especially vice president and above, have a responsibility to constantly keep their eyes open for leader talent and make sure they are helping people develop and getting them connected with others across the company. I also think that it is key that we have set our leadership framework, which creates a consistent picture from the CEO down to frontline supervisors of what Charter expects of its leaders. I think having those characteristics detailed establishes a clear and consistent standard for hiring and evaluation of leaders and makes the process more inclusive.
Who do you view as a DEI champion? I am really impressed with how Christian Ruiz, our EVP of Sales does, has built a diverse, close-knit, high performing team. He also preaches about the unifying impact of the goal of company and career success – a goal that can transcend differences.
