Michelle is a highly skilled and accomplished executive who has played a key role in advancing AT&T‘s dedication to diversity and inclusion. The Rising Future Makers and Black Future Makers programs of AT&T Dream in Black are led by a capable leader who empowers the next generation of leaders and recognizes the contributions of everyday dreamers who are making a significant impact in their communities.

Michelle, as a black woman in leadership, serves as a role model and inspiration to many. She has shattered glass ceilings and broken down barriers, paving the way for others to follow. She is a true trailblazer in the corporate world due to her leadership, vision, and commitment to diversity and inclusion.

Cox: I am thrilled to learn about your position as the Chief Diversity Officer at AT&T. Could you kindly provide me with information about this position and what objectives you aim to achieve?  
Jordan: As AT&T’s Chief Diversity Officer, I lead the company’s Diversity, Equity and Inclusion efforts across the business, expanding equitable opportunities for our employees and the communities we serve.  The driving force behind our DEI work – inside and outside our walls – is to connect all people to greater possibility and we do that by cultivating an inclusive culture, building the workforce of the future that reflects the communities we serve, and supporting the communities in which we live, work and play. As CDO, my focus is on the actions the company can take to create an even more inclusive and more equitable workplace and society by connecting customers and communities to greater possibilities through more than just our products and services.  

Cox: This position involves spearheading efforts to promote inclusion throughout the company. What is the plan to achieve that?  
Jordan: We know that a diversity of perspectives, backgrounds and experiences enables us to move quicker, innovate faster, and deliver the solutions our customers expect. 

We measure many dimensions of difference across those areas, such as hiring. During 2022, more than 75% of open positions at AT&T were filled by underrepresented talent. We saw a 10% increase in external hires of women. We also increased representation of Asian American and Pacific Islander talent within our new hires by 6% compared with 2021, including welcoming three new senior leaders.  

Internally, more than half of all promotions were filled by underrepresented talent. 69% of internal promotions were filled by underrepresented talent. We saw an 11% increase in promotions of women at the senior leader level. Overall underrepresented talent promotions increased by 5% with a 7% increase in the representation of Black talent, specifically.  

These are meaningful gains as we do the work to build a workforce reflective of the communities we serve. We also have focus areas that will help us continue to stay the course. We are focused on three areas: Growing our leadership pipeline of underrepresented talent, building skills to strengthen our culture of inclusive leadership, and widening the aperture of what we measure – Going beyond just the “D” in DE&I when it comes to what we measure 

Cox: What specifically drew your attention to this role?  
Jordan: I’ve had a lot of ‘careers’ at AT&T; it’s one of the things I love most about this company – the ability to chart your own path.  I joined AT&T in 2006 as a product development manager. Since then, I’ve experienced a number of pivots, with responsibilities in product, customer experience, strategy, and leadership development, among other areas, leading large and small teams with international scope, multi-generational, diverse experience sets among other areas. I believe strongly that the variety of experiences across the business, have given me the benefit of seeing the world from so many different vantage points. Those experiences have also given me a strong understanding of what is required to foster and lead an inclusive, supportive culture and ensure that we’re creating space, safety and opportunities for everybody to be heard and seen. It’s been exciting to step into a role at the intersection of my passions and purpose to be able to drive progress. 

Cox: How else is AT&T demonstrating its commitment to promoting diversity and inclusion within its organization?  
Jordan: As an HBCU alumna, I’m particularly proud of AT&T’s efforts to support Historically Black Colleges and Universities (HBCUs) through our Dream in Black initiative. The Dream in Black, Rising Future Makers program, provides a spotlight for 25 HBCU students who are making a difference in their community and on campus and provides them with the connections, networks, and opportunities necessary to achieve their dreams. It’s an incredible catalyst for early career creatives, thinkers and entrepreneurs and shows that we are doing more than giving vocal recognition of Black culture; we are sharing resources and building the long-term pathways of economic growth that are critical for those students to succeed in the world and become future leaders.  

I’m proud of initiatives like AT&T’s Dream in Black program because it shows the possibilities for generations to come. These students receive $5,000 from AT&T – I would have put that money to good use, they receive a 5G-enabled mobile phone with one year of AT&T service. It also gives them the connections, networks, and opportunities necessary for success. They are also connected to Dream in Black partners and celebrity advocates for networking and mentoring opportunities to support their dreams. 

Our Rising Future Makers program is a prime example of AT&T’s approach to DE&I; we want to use AT&T’s network connectivity and platforms to empower future leaders from underrepresented groups while fostering economic growth and innovation. 

We want to invest in this ingenuity and be a part of creating long-term pathways of economic growth for the next generation of Black leaders and entrepreneurs. Supporting a young person’s ambitions can change their trajectory and that of their families and their communities.   

Cox: What are some common mistakes that companies make when investing in and implementing DE&I initiatives?   
Jordan: There are a lot of aspects to be mindful of when it comes to investing in and implementing effective DE&I programs and initiatives. To build a culture of continuous learning and development, employees must feel supported and invested in year-round. This starts from the top-down. This is why it’s important for senior leaders to be engaged and set a clear mission and goals for talent management at their organization. They set the tone, communicating that employees are valuable beyond their productivity.  Managers can take this clear vision and attitude and go on to build meaningful relationships with their colleagues including peers and team members, directly driving employee engagement and coaching them to the next level.  It’s also important to recognize and ensure that the workload for DE&I is distributed equitably among employees. Avoid placing the entire burden on underrepresented individuals or specific teams. The responsibility should be shared in order to drive meaningful change collectively. 

Cox: You are responsible for leading the company’s DE&I (Diversity, Equity, and Inclusion) initiatives. What strategies do you implement in your company to foster a diverse and inclusive company culture that others can also adopt?  
Jordan: In 2021, we launched the Equality First mobile app, an on-demand edutainment experience offering employees engaging content to help drive change in understanding diversity, equality, and inclusion. The platform encourages employees to gain new perspectives and get to know each other better through immersive content and hands-on tools to further employees understanding on how we can all see differences as bridges toward inclusion. The platform also features a podcast series, employee videos, and a tool to help participants access and build their understanding of social bias. Equality First is designed to inspire a culture of inclusion. 

Through this app we’re able to put a wealth of information and resources into the hands of all of our team members and be more effective in exposing them to new perspectives and encouraging a mindset of inclusion and learning.  

For other leaders who may be exploring something similar, it’s best to have a clear goal and understanding of how the app – or any platform like this – could best guide and support the development of inclusive behaviors in your workforce. Equally important is to make sure it is designed in a way that meets your employees wherever they may currently be in their personal DE&I journey and is giving them access to the information and tools that will help them continue to move forward positively in that journey.  

Cox: As a black woman in a leadership position, what advice would you give to other women of color in leadership roles? Specifically, how can they ensure that their ideas are effectively communicated, they are given a platform to express themselves, and they are able to perform to the best of their abilities?  
Embrace Your Authenticity: Recognize and celebrate your unique identity and experiences. Embrace your authentic self and bring your whole self to your leadership role. Your diverse perspective and background can be a tremendous asset in shaping innovative solutions and driving positive change. 

Build and Cultivate a Supportive Network: Surround yourself with a supportive network of mentors, sponsors, and peers who understand and appreciate your journey. Seek out individuals who have faced similar challenges and purposefully seek out those who have a different experience set altogether. Both can provide guidance, support, and valuable insights as you navigate your leadership path. 

Cultivate Confidence: Believe in yourself and your capabilities. Recognize your strengths, skills, and achievements. Cultivate self-confidence and resilience to overcome any obstacles or biases that may come your way. Take risks, step outside your comfort zone, and seize opportunities for growth and advancement. 

Seek Mentors and Sponsors: Actively seek out mentors and sponsors who can and will advocate for your career advancement. Mentors can offer valuable advice and perspective, while sponsors can actively champion your achievements and advocate for your professional growth within the organization. 

Continuously Sharpen Your Skills: Invest in and commit to your own professional development, pique your curiosities, and continuously build your skills. Seek out opportunities for coaching, education, and networking. Stay updated on industry trends, best practices, and emerging leadership concepts. By continuously enhancing your skills and knowledge, you position yourself as a strong, effective and sought-after leader. 

Advocate for Yourself: Control your own narrative. Speak up for your accomplishments, aspirations, and needs. Don’t hesitate to communicate your goals, expectations, and challenges. Advocate for opportunities that align with your career aspirations and ensure that your contributions are recognized and valued. 

Seek Opportunities to Mentor Others: Pay it forward by mentoring and supporting other women of color. Don’t just tell them about your experiences, insights, and lessons learned bring them to the table and on the journey with you to help uplift, ready and empower the next generation of leaders. And do it unapologetically. 

Take Care of Yourself: Put your oxygen mask on first. Leadership roles can be demanding and stressful. Prioritize self-care and well-being to ensure you have the energy and resilience to excel in your position. Take time for yourself, engage in activities that bring you joy, and maintain healthy life-work harmony. 

Stay Resilient and Persevere: The next generation needs us. Recognize that the journey will have its ups and downs. Muscle can’t be built without resistance and adversity. Stay resilient in the face of challenges and setbacks. Persevere through difficult times, learn from setbacks, and use them as opportunities for growth. Your determination and resilience will inspire others and contribute to your long-term success. 

Cox: Diversity in leadership roles is crucial for any company’s success. However, it is also essential for companies to prioritize female representation in leadership positions. Why is that?  
Jordan: Women, and Black women in particular, remain underrepresented in science, technology, engineering and mathematics (STEM) fields. This is incredibly troubling because every day new technologies and discoveries are being made yet Black women aren’t being afforded access to the opportunities, resources and support in their education or careers that they need to participate fully in these advancements and thrive professionally.  

Time and again, research has shown that organizations need diversity of thought to develop cutting-edge solutions to tomorrow’s problems and that diverse teams are more high performing. By creating space for women, and Black women in STEM, organizations can become more innovative and bring unique perspective to the table to harness the full potential of their solutions. As women continue to break glass ceilings and bust open doors, as we move from being the first or only in a room, I hope we learn from and are empowered by this progress.   

I hope women in positions of power and influence, reach back and share their experiences to mentor and uplift other rising female leaders. Our next generation of women leaders should feel empowered, and their opportunities endless.