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Workforce Inclusion

We know that diverse, talented and dedicated people are critical to our success, so we look for people from diverse backgrounds and give them opportunities to grow and develop their careers.

We have long been a leader in providing an inclusive work environment and offering performance-based rewards.

Today, AT&T's 50-state workforce is 40 percent female and 38 percent people of color.

Women make up 40 percent of AT&T's managers, while nationally women are just 36 percent of managers. Thirty one percent of AT&T's managers are people of color, while nationally people of color make up 22 percent of managers, professionals and related occupations, according to the U.S. Bureau of Labor Statistics.

  • Since 1988, hundreds of recently hired college graduates have successfully completed AT&T's Leadership Development Program — 41 percent of the participants are women and nearly half are people of color.
  • AT&T employs the best people from all backgrounds and perspectives to provide products and services that meet its customers' needs. We take pride in selecting and retaining the best and the brightest employees to meet the needs of our business. It is our excellent network of employees that gives us the leading edge in our industry. The retention rate for all women in 2010 was 91.5 percent, while the retention rate for people of color was 92.9 percent.

Accessibility

We work hard to be sure that all employees and members of the community can be connected with their world, including those who have communications challenges and medical disabilities. At AT&T, we provide assistance to employees who need accommodations to do their jobs by helping them get the tools they need. We have strong relationships with Career Opportunities for Students with Disabilities and have enhanced our opportunities to recruit college graduates with disabilities.

Training and Career Development

In 2010, we invested nearly $260 million in just direct employee learning and development programs.

We help our people grow and develop in their careers. In 2010, we invested nearly $260 million in just direct employee learning and development programs. This figure does not include the tens of millions spent for travel and work-time allotted for such training, which also contributed to our unmatched success in learning and development. Chief Learning Officer Magazine agrees — in 2011 the magazine named AT&T the No. 1 overall company for learning and development in corporate America. In addition, we spent $34 million on tuition reimbursement for more than 11,900 employees. And 100 percent of our employees receive regular performance and career development reviews.

Talent Development Programs

We encourage management and non-management employees to improve themselves through job-based training, tuition aid and various training and development programs. Examples include:

  • AT&T University — Our flagship innovation and talent development engine, AT&T University helps us accelerate growth, foster innovation, and develop leadership capabilities at every management level. Since the opening of AT&T University, more than 100,000 managers have participated in a robust blend of onsite and virtual classroom sessions.
  • AT&T Connect to Success — This mentoring program is designed to connect selected managers in fruitful mentoring relationships and foster leadership training opportunities for all, including women and people of color.
  • AT&T Self-Development Resource Center — This virtual resource center supports all employees in developing strategies to remain competitive in our work environment.
  • Career Movement — Management and occupational employees can nominate themselves for job openings throughout the company. Hiring managers are provided with a diversified pool of qualified job candidates.
  • Continuing Skills Training — At AT&T, comprehensive training is offered throughout the country. Thousands of courses are available to employees, including courses in consumer call center and retail sales, business call center and direct sales, network engineering and direct sales, and network (wireless and wireline). More than 22,000 course completions occur every day.
  • Tuition Reimbursement Program — Financial assistance is provided to management and non-management employees pursuing academic degrees that benefit both the employee and the company. In 2010, AT&T's tuition program assisted more than 11,900 employees; 43 percent were women and 53 percent were people of color.
  • Social Media Reverse Mentoring Program — This program launched in the second quarter of 2010 to connect Officers and Senior Leaders with social media-savvy 1st or 2nd Level managers. These teams engage in conversations around social networking and openly ask questions around AT&T social media to improve top-level knowledge and encourage adoption of these collaboration tools.

Learn about AT&T's talent development programs.

Employee Resource Groups

In 2010, AT&T held its second national Employee Resource Group Conference in Dallas, where more than 770 employees, including 93 officers and members from 10 ERGs, attended the successful two-day event themed "Leadership & Learning." Conference attendees had the opportunity to attend leadership workshops, meet each other, and interact with company leaders. Learn about AT&T's employee resource groups.

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