The telecommunications sector, a cornerstone of the digital economy, is demonstrating increasing maturity in diversity and inclusion (D&I).
While improving gender balance remains a central goalâespecially in senior management rolesâleading telecom providers are broadening their focus. There is an apparent effort to include ethnicity, LGBTQ+ inclusion, disability and accessibility as well as age diversity in organisational strategies.
Many companies have set measurable objectives to hold themselves accountable for progress across these dimensions.
Despite advancements, challenges remain. Chief among them is the inconsistency in data reporting, particularly on ethnic diversity across global operations. While targets for the representation of women in leadership are increasingly common, achieving these goals requires sustained investment and cultural transformation. Representation alone is not enough.
As the telecommunications sector continues to shape the digital future, D&I is evolving into a strategic imperative. Companies that lead in the area are better positioned to attract diverse talent, understand global customers and meet ESG expectations.
D&I is no longer a peripheral initiative, it is central to business performance.
âThis week, Mobile Magazineâs top 10 ranking draws from a blend of sources, including company-published ESG and D&I reports, benchmark indices such as the World Benchmarking Alliance Digital Inclusion Benchmark and the Refinitiv Global Diversity & Inclusion Index and analysis of governance frameworks,â noted Stella Nolan, Editor.
10 | Telstra
- Founding Year: 1975
- Revenue (FY 2024): US$15bn
- Chief Sustainability Officer: Justine Rowe
- Number of Employees (June 2024): 33,760
Telstra, Australiaâs leading telecoms provider, is strongly dedicated to gender balance through its adoption of the 40:40 Vision, which targets 40% women, 40% men and 20% of any gender in executive roles by 2030.
Remarkably, the goal extends across its entire workforce. Telstra champions accessibility by partnering with gradWISE to support talent with disabilities and trialling disability-focused recruitment tools.
It offers gender affirmation leave and enforces anti-discrimination policies. Ranked 11th in the WBA Digital Inclusion Benchmark, Telstra could enhance its standing through greater diversity and data transparency.
9 | China Mobile
- Founding Year: 1997
- Revenue (TTM 2024): US$142.7bn
- Independent Non-Executive Director, Chairman of the Sustainability Committee: May Yee Margaret
- Number of Employees (Dec 2024): 455,400
China Mobile, the worldâs largest mobile network operator by subscribers and a top performer on the Forbes Global 2000 list, is strengthening its ESG and D&I efforts, as outlined in its 2024 Sustainability Report.
It promotes equal employment opportunities regardless of ethnicity or gender, with 7.48% of its workforce from ethnic minorities. Women comprise 51.93% of the workforce, though only 14.79% hold senior roles, highlighting room for improvement. Initiatives include dedicated support for female employees and inclusive services tailored for elderly and disabled users across its network.
8 | Swisscom
- Founding Year: 1997
- Revenue (TTM 2024): US$12.45bn
- Head of Sustainability: Saskia GĂźnther
- Number of Employees (Dec 2024): 19,890
Swisscom, Switzerlandâs leading telecoms provider, embeds diversity and inclusion into its core values, encouraging a workplace where varied perspectives drive innovation.
It ensures equal opportunities regardless of gender, age, background, language or sexual orientation and is committed to inclusion by reserving at least 1% of roles for people with performance impairments. Its detailed DE&I Report reflects its transparency.
Swisscom aims to raise the share of women in management to 20% by 2030, having reached 15.1% in 2024. Strong external ESG ratings further affirm its dedication to responsible business practices.
7 | AT&T
- Founding Year: 1876
- Revenue (FY 2024): US$122.3bn
- SVP, Corporate Responsibility and Chief Sustainability Officer: Charlene Lake
- Number of Employees (Dec 2024): 140,990
AT&Tâs culture is centred on inclusion, supported by nearly 50-year-old Employee Groups (EGs), which had over 33,400 members in 2024. The EGs promote community, career development and diverse perspectives.
It embraces skills-based hiring, with fewer than 5% of roles requiring a university degree, widening access to talent.
AT&Tâs commitment is reinforced through its SVP for Corporate Responsibility and Chief Sustainability Officer, alongside regular board oversight. While pay equity is a priority, its reporting on workforce diversity lacks some detailed breakdowns seen in peer organisationsâ disclosures.
6 | Vodafone
- Founding Year: 1991
- Revenue (FYE Mar 2024): US$40.7bn
- Chief Corporate Affairs & Sustainability Officer: Nicki Lyons
- Number of Employees (2024): 93,000
Vodafone demonstrates a strong commitment to diversity and inclusion through clear targets and transparent reporting, particularly within the UK. It aims for 40% of senior leadership roles globally to be held by women by 2030, reaching 35.5% in the UK as of 2024.
It has set UK-specific ethnic diversity goals for senior management. Key initiatives include promoting allyship, mandatory anti-racism training for senior UK staff and support for domestic abuse survivors, with oversight from dedicated executive and board-level leadership.
5 | Deutsche Telekom
- Founding Year: 1995
- Revenue (TTM 2024): US$177.7bn
- CEO: Timotheus HĂśttges
- Number of Employees (2024): 198,190
Deutsche Telekom places diversity at the heart of its corporate culture and HR strategy, recognising its role in driving innovation and success. It champions equal opportunities across gender, age, ethnicity, ability, religion and sexual orientation, supported by employee networks such as âBIPoC@Telekomâ and âNeurodiversityâ.
A key goal is increasing female representation in leadership, reaching 28% in upper management by 2024. Responsibility for sustainability, including D&I, rests high on the organogram, demonstrating senior-level commitment. Its strong efforts are reflected in a #3 WBA Digital Inclusion Benchmark ranking, underlining its global leadership.
4 | Verizon
- Founding Year: 1983
- Revenue (FY 2024): US$134.8bn
- SVP Global Supply Chain & Sourcing and CSO: James Gowen
- Number of Employees (2024): 99,600
Verizon is notable for its transparency and detailed diversity and inclusion reporting. In 2023, it achieved 100% pay equity for gender globally and for race/ethnicity in the US. Its integrated DEI strategy spans workforce diversity, inclusive culture, capability building and societal impact and it is backed by 10 global Employee Resource Groups (ERGs).
Verizon is committed to supplier diversity, spending more than US$5.7bn with diverse suppliers in 2024 and holding membership in the Billion Dollar Roundtable. Its ESG report includes comprehensive workforce diversity data, reinforcing its dedication to accountability and progress.
3 | Orange
- Founding Year: 1990
- Revenue (FY 2024): US$44.7bn
- Executive Director Group CSR, Diversity and Philanthropy: Elizabeth Tchoungui
- Number of Employees (Dec 2024): 127,000
Orange firmly commits to diversity and inclusion, ranking second in the WBA Digital Inclusion Benchmark. Its policy prioritises gender diversity, particularly in tech roles, women in leadership, equal pay, work-life balance and tackling harassment. Initiatives such as âHello Womenâ support womenâs representation through awareness, recruitment and retraining programmes.
Orange ensures transparency via its UK Gender Pay Gap reports and includes non-financial performance in its Universal Registration Document.
2 | TIM (Telecom Italia)
- Founding Year: 1994
- Revenue (TTM 2024): US$15.5bn
- Chair, Sustainability Committee: Alberta Figari
- Number of Employees (Dec 2024): 26,820
TIM Group leads all global telecoms in the 2023 Refinitiv Global Diversity & Inclusion Index, ranking 24th overall, with TIM SA Brazil placed 4th. The achievement reflects nearly 15 years of dedicated work on its D&I programme, which spans people development, inclusion, communication and sustainability.
Initiatives include doubling statutory paternity leave to 20 days, offering comprehensive D&I training, supporting disability inclusion and extending LGBTQ+ benefits to all cohabiting partners.
TIM champions womenâs empowerment, aiming for 29% of roles with responsibility to be held by women by 2025, underlining its commitment to workplace equality.
1 | TelefĂłnica
- Founding Year: 1924
- Revenue (TTM 2024): US$44.4bn
- Chief Sustainability Officer: Elena ValderrĂĄbano
- Number of Employees (2024): 100,870
Telefónica leads the telecommunications sector in the 2023 WBA Digital Inclusion Benchmark, securing the #1 rank overall with a score of 85.2/100. The top ranking reflects outstanding performance across access, skills development, usage enhancement, innovation and core social indicators related to digital inclusion, a critical aspect of modern D&I strategy.
Its commitment is driven at the senior level and integrated into its broader ESG framework. Telefónica’s leadership in the comprehensive WBA benchmark highlights its exceptional commitment to ensuring diverse populations can access and benefit from the digital world.
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