Governance in Diversity and Inclusion

At Comcast NBCUniversal, we believe that a diverse and inclusive culture — and company — brings out the best in our employees and celebrates their unique qualities of gender, gender identity, race, ethnicity, age, ability, sexual orientation, and more. Research shows that employees who feel included and valued — and who can bring their best selves to work — perform better and stay in their jobs longer. That is why diversity and inclusion (D&I) is core to ensuring we have the best talent across all demographics and that we are able to innovate and deliver for our increasingly diverse customers. Our aspirational goal is to have 50% women and 33% people of color at every level of our workforce.

Enterprise-Wide Leadership

Our commitment to diversity starts at the top, with our Board of Directors. Our Board diversity has more than tripled since year-end 2010.

Our external Joint Diversity Advisory Council (JDC) has also been an important driver in the success of our D&I efforts — providing advice to our senior executive teams on the development and implementation of D&I initiatives across the company. The JDC meets twice a year and includes national business, political, and civil rights leaders who represent African Americans, Asian Americans, Hispanics, Native Americans, women, people with disabilities, and members of the lesbian, gay, bisexual, transgender, and queer community and the military community.

Comcast and NBCUniversal each also have Internal Diversity Councils (IDCs). The Comcast IDC is chaired by Karen Dougherty Buchholz, Chief Diversity Officer and Senior Vice President, Administration for Comcast Corporation; the NBCUniversal IDC is chaired by Craig Robinson, Executive Vice President and Chief Diversity Officer for NBCUniversal. The IDCs meet once a year, and both councils are made up of senior executives who provide insights on D&I efforts and share best practices across the business.

Business units, divisions, regions, and departments across Comcast NBCUniversal are also driving change with their own D&I councils or committees.

Tracking Our Progress

Similarly, since 2011 the number of people of color in our Executive Leadership Team has increased by 94%; since 2010, the number of people of color at the Vice President level and above has increased by 110%; and at the Director level it has increased by 147%. As of year-end 2019, 54% of employees reported to a diverse leader (a woman or a person of color).

As we continue to make strides on our diversity journey in the U.S., we also look forward to what the future will bring.