AT&T's 134-year history of innovation is a story about people from all walks of life and all kinds of backgrounds coming together to improve the human condition. It is our diversity, coupled with an inclusive culture that welcomes all points of view, which makes us who we are: a great place to work, a desired business partner and a committed member of the communities we serve. This welcoming culture is something we live and breathe every day; our employees expect it and our customers and shareowners benefit from it.

Commitment to our Employees

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, offering performance-based rewards, and creating cultures of excellence.

Management is accountable for leading diversity initiatives as part of this philosophy. Our leaders understand the value of inclusiveness — and our managers are taught a simple philosophy: we better serve our customers when we build diversity into all we do — and that positively impacts our shareowners.

These diversity initiatives are important. They point to behaviors and actions managers can undertake to foster a positive, inclusive work environment, which leads to enhanced performance and increased profitability for our company.

AT&T's diversity and inclusion management strategy aligns with our business goals and leadership priorities in key areas including workforce diversity and employee development, strategic relationships and reputation management, and customer and community and supplier diversity.

In 2009, we created the Chief Diversity Officer (CDO) Forum to provide a venue to formally integrate, leverage, and grow enterprise-wide initiatives to become best-in-class from a diversity perspective. The forum meets quarterly throughout the year to monitor the progress of these initiatives.

Leadership action and accountability are essential to our culture's success, which is why we also created the Business Unit Diversity Council initiative to help build greater awareness around diversity while creating an inclusive culture. This initiative allows us to work collaboratively towards our goal of making diversity a top priority for our company while gaining increased commitment from business units as they drive employee engagement around diversity.

At AT&T our people are our company. That's why we're committed to providing employees with high level, state-of-the-art opportunities to learn and develop as they define their careers.

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. We also use our AT&T Advisory Panel on Access & Aging (AAPAA) to provide an HR link to this group and foster relationships with the Employee Resource Groups (ERGs), especially IDEAL (The Inter Tribal Council of AT&T Employees) and AT&T Vets.

Training and Career Development

We help our people grow and develop in their careers. In 2010, we invested nearly $260million in employee training and development programs and an additional $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. Learn about the programs offered.

• 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 Connect to Success provides a broad range of managers with the ability to deepen their networks, develop and strengthen a variety of areas, and broaden their collaboration skills.
• AT&T Self-Development Resource Center — This virtual resource center supports all employees in developing strategies to remain competitive in our work environment. Services include resume writing and interview workbooks, skill-building tools, test preparation material, career-related workshops, mentoring material and an extensive library of developmental resources. A section of the library is dedicated to diversity awareness and education.
• 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 — In a world of rapidly changing technology, the demand for new skills is constant. 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).
• Tuition Reimbursement Program — Financial assistance is provided to management and non-management employees pursuing academic degrees that benefit both the employee and the company. In2010, AT&T's tuition program assisted more than 11,900 employees; 43percent were women and 53 percent were people of color.

Leadership Development Program

The Leadership Development Program (LDP) is AT&T's flagship talent management program focused on building extraordinary, innovative leaders to successfully lead our business. This program is designed for recent college graduates with diverse backgrounds, proven academic achievement and demonstrated leadership abilities from highly-rated institutions. We provide challenging rotational job assignments, continuing education and senior manager exposure to hone leadership skills and build work experience across the company.

Since 1988, hundreds of employees have successfully completed the program. Forty one percent of the participants are women and nearly half are people of color — demonstrating AT&T's commitment to diversity. The LDP continues to make a difference in the diversity of the future leadership bench.

Learn more

Accelerated Development Program

The AT&T Accelerated Development Program (ADP) is a management development program designed to increase the knowledge and skill of high-potential managers who have not participated in the LDP. The ADP prepares managers for additional leadership responsibilities. About half of our participants are women and a third are people of color.

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.

AT&T recognizes the value and goodwill these groups provide in furthering the company's goals, values and interests. In addition, AT&T also has a Joint Diversity Council (JDC), which includes the national presidents of the Employee Resource Groups and members of the AT&T Diversity and Inclusion team. The JDC addresses issues and opportunities and reviews best practices at the company.

Learn about AT&T's Employee Resource Groups

AT&T's Employee Resource Groups include:

• APCA — The Asian Pacific Islanders for Professional and Community Advancement is dedicated to creating alliances that enhance professional and leadership opportunities for its members to benefit both AT&T and the community. Through education and membership development, the organization seeks to increase diversity awareness within the corporation and community, promote organizational growth and influence issues that impact Asian Pacific Americans.
• AT&T Veterans — The organization was founded in 2006 to raise awareness of the sacrifices made by military veterans and to encourage the company to share information on veteran activities. The organization also provides support to employees who are active or retired military personnel and employees whose loved ones are serving their country in the armed forces.
• Community NETwork — The African American Telecommunications Professionals of AT&T dedicate their energy toward encouraging and facilitating personal and professional growth of African-American employees, and assisting organizations in the African-American community. The group provides thousands of dollars in scholarships for minority students every year.
• FACES — The Filipino American Communications Employees of AT&T fosters understanding and appreciation of all cultures and a posture of valuing differences. Each year, FACES provides scholarships for underprivileged children in the Philippines.
• HACEMOS — The Hispanic/Latino Employee Association of AT&T is open to all AT&T employees. Each year, HACEMOS links thousands of students across the country via satellite for High Technology Day, which educates students about technology careers.
• ICAE — The Inter Tribal Council of AT&T Employees brings together employees who have an interest in the Native American culture. The group is committed to the cultural development, career advancement, education, understanding and general well-being of all employees, and more specifically, Native Americans.
• IDEAL — Individuals with Disabilities Enabling Advocacy Link is a group for people interested in the employment and other issues of people with disabilities. The mission of the organization is to enhance the understanding, awareness, and resolution of the challenges facing individuals with disabilities in the workplace and to assist them in career advancement. IDEAL also supports the disability community in gaining access to technology.
• LEAGUE at AT&T — The Lesbian, Gay, Bisexual, Transgender and Allies Employees of AT&T provides a supportive environment for LGBT employees and allies to network with one another and to develop professionally. In support of AT&T's diversity vision, LEAGUE promotes an accepting, diverse and respectful work environment.
• OASIS — The Organization of Asian Indians at AT&T provides its members with opportunities for self-development, professional enhancement and networking, while supporting the company's business goals.
• Women of AT&T — The organization is established to connect and inspire members to achieve their personal and professional goals and to effect change in the community.

Our Strong Workforce

In the rapidly evolving communications industry, our commitment to diversity and inclusion remains strong and a top priority for the company. Our diverse workforce is an asset to the company and a result of our commitment to recruit and hire the very best talent.

Today, AT&T's 50-state workforce is 40 percent female and 39 percent people of color.

Workforce Highlights

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.