Tamara Bowens

Bowens led the successful launch of the Spectrum Enterprise sales methodology, and her transformational efforts have led to improved scalability and revenue growth of a $2.5 billion line of business. She’s also partnered with HR and sales operations to develop a professional development roadmap and learning strategy for the sales organization. Bowens is relentless in her efforts to connect underrepresented colleagues with potential mentors. “Yes, leadership buy-in is important, but it’s just as important for managers to understand the value of D&I and what steps they can take to promote diversity and foster inclusion across their teams,” Bowens says.

The conversation about racial injustice in 2020 has been… well overdue, as it is our country’s oldest and most problematic system. While often uncomfortable, the conversation must continue to help us to understand one another, to grow as individuals and to progress as a nation. 

In what ways can companies best show a sincere commitment to diversity and inclusion?
Companies who are truly committed to D&I ensure that each individual understands the role that they play in advancing diversity and inclusion within the organization. So, this is more than just a top-down approach. Yes, leadership buy-in is important, but it’s just as important for managers to understand the value of D&I and what steps they can take to promote diversity and foster inclusion across their teams. To empower them to do so, organizations should make D&I training a priority, equipping managers with the skills and tools to be able to lead inclusively.

How have you been a champion of diversity & inclusion in your professional life?
I’ve been a member of the National Association of Multi-ethnicity in Communications (NAMIC) and Women in Cable Telecommunications (WICT) for several years. I experienced first-hand the doors that open as a result of mentorship relationships, and so, I’ve also mentored numerous employees throughout my career. I also work to ensure that we have a diverse slate of candidates to interview whenever there is an opening on my team – and that team members understand the value that diversity brings to our organization.

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