To serve customers effectively, we have to understand them. To understand them, we have to represent them. That’s why it is critical that the workforce of Cox Communications reflects the traits of our communities. But people diversity is about more than just representation. It is critical that employees are given opportunities to develop, professionally and personally… are given opportunities for advancement… and are encouraged to contribute their unique talents and perspectives into making Cox a successful, inclusive environment. Cox’s people programs are, therefore, broad and all-encompassing.

In 2004, Cox donated cash and other in-kind contributions totaling more than $50 million to 6,250 schools. Through Cox’s Line to Learning initiative, more than 2,400 schools, libraries and community centers receive complimentary high-speed Internet service. More than 6,250 schools receive free cable programming.

At Cox, diversity doesn’t end with recruiting and hiring the best people from all walks of life. That’s because, to us, diversity also means developing and involving those people. As a result, we continually seek to include more employees in our business by offering opportunities for continual training and development. Cox’s National Talent and Development Organization develops and implements a multi-faceted training curriculum to help achieve our goal of providing every Cox employee with 80 hours of training per year to help them build skills, develop leadership capabilities and ensure personal achievement and professional success. Cox is continually working to connect with all of our employees by training them, by giving them opportunities to develop new skills and by involving them in our business. Because giving more people more chances to learn, grow and succeed is good for employees, good for our company and good for our customers.