PROFILE 2020 | 100 BEST WORKPLACES FOR DIVERSITY
CONTENT FROM SPRINT
WHEN MARCELO CLAURE, A BOLIVIAN-AMERICAN
entrepreneur, took over as president and CEO
of Sprint in 2014, he made diversity and inclu-
sion (D&I) a priority. Just fi ve years later, the
effects of the current chairman’s stewardship
reverberate throughout the company and the
communities it serves.
“We used to have the typical initiatives around
diversity and inclusion,” says Deeanne King,
Sprint’s chief human resources offi cer. “Now
it’s part of how we operate and work.”
Through a series of robust D&I initiatives
implemented over the past several years, the
Overland Park, Kans.–based company has
worked hard to create a culture of inclusion
that’s integrated into its day-to-day operations.
And these efforts have landed the telecom
giant on Fortune’s list of the 100 Best Work-
places for Diversity for the fi rst time.ENGAGING EMPLOYEES
Sprint’s seven employee resource groups
(ERGs) have more than 5,000 combined
members across the globe. These ERGs,
which include groups for African-Americans,
Hispanic-Americans, members of the
LGBTQ+ community, military veterans, and
others, offer support and community for
participants, as well as advice to company
leadership about product development,
hiring practices, and more.
For instance, the Real Deal ERG, a group
for people with disabilities, regularly provides
feedback to Sprint managers and executivesabout improving company devices, tools,
and workspaces to help better serve
employees and customers with disabilities.
And ERG Enlace helps the company’s
Hispanic marketing team with Spanish-
speaking marketing initiatives.
Another way Sprint enhances its
commitment to D&I is by working with diverse
suppliers. In 2019, the company will have
spent about $1.5 billion with women- and
veteran-owned businesses, among others
from marginalized communities.HELPING COMMUNITIES
Sprint is also helping underserved communi-
ties through its 1Million Project Foundation.
Launched in August 2017, the foundation pro-
vides 10 gigabytes of free high-speed wireless
data per month to more than 300,000 high
school students who don’t have access to
reliable Internet service. The foundation’s goal
is to get at least 1 million students on board.
When it comes to leveling the playing fi eld
for employees, customers, and communi-
ties, Sprint is ahead of the game, thanks to
its leadership and its employees. “Of course,
there’s always more to do,” says King. “But
it’s important that we create a culture at a
grassroots level where people can be their
very best.” ■Sprint has made a point of integrating diversity and inclusion
into its everyday business.Day-to-Day Diversity
Right: Employees enjoy a midday break
at Sprint HQ. Below: Enthusiastic
employees at one of Sprint’s many sales
rallies held throughout the year.