Over the past decade AT&T has reinvented itself and emerged as a Fortune 7 company, the largest communications holding company in the world with revenues of $123
billion and 273,000 employees. This transformation has involved acquisitions, mergers, rebranding, and leadership changes. In this environment it goes without saying that AT&T’s continued leadership is dependent on attracting and retaining top talent – and engaging its diverse workforce in the company’s mission.
As SVP-talent development & chief diversity officer Cindy is responsible for designing and putting into play an integrated talent management and employee engagement strategy that fuels the continued growth and success of the business. In this session Cindy will discuss the key internal and external factors that influence the direction of AT&T’s talent management and engagement strategy, and describe the organizational levers she and her team pull to execute that strategy.
View of retention from the head of talent development and diversity
Driving engagement in the face of upheaval and change
Internal/external factors that drive strategic talent decisions
Importance of integrated talent management strategy
How success is measured
Illustrations of best practice initiatives