If there’s anything the pandemic has taught us, it’s the importance of hospital resources.
Unfortunately, many hospitals have outdated infrastructure for modern-day operations. This can lead to problems with equipment, safety, security and more.
That’s where Cox Prosight comes in.
Prosight is a real-time location system that helps hospitals monitor assets, environments and people across a facility. From tracking the status of hospital equipment to helping patients navigate through a facility to supporting staff safety, Prosight helps streamline healthcare operations.
Prosight, a Cox Communications innovation, is a full stack solution including software, hardware and services from a single provider. It’s designed to help hospitals improve operational efficiency, staff safety, clinical workflows and patient engagement.
Jai Balasubramanian is Director of Strategy and Product Management at Cox Communications and is a leader in innovating smart hospital solutions. Jai shared some insight about the technology behind Prosight and why this product is important.
Certainly. My team’s mission is to unleash the true potential of a connected hospital by enabling complete asset tracking and monitoring solutions, giving hospitals the data and tools they need to improve processes, realize operational efficiencies and deliver better experiences to staff and patients. This new IoT business line venture was established in 2021.
Every role in our team is pretty hands-on and directly contributes to the development of cutting-edge cloud- connected IoT applications and offerings with the latest tools. Our teams have a degree of collaboration among highly talented, cross-functional and geographically dispersed locations.
We are looking for talented and creative problem solvers who would like to be involved in the complete software development life cycle, seeing your hard work transform into a finished product in an agile environment. You’d be working with a dynamic team of professional intrapreneurs who are passionate about solving customer needs using disruptive technologies.
If you ask Belinda Loi – Manager of Network Automation at Cox Communications – to describe her team in one sentence, she’ll probably say something like this:
“We are building the next generation of network engineers with a focus on automation-first design.”
Born in Norway and based in Atlanta, Belinda said that her friends and coworkers alike would describe her as “a hype woman” – someone who loves bringing out the best in everyone, empowering others and collaborating for success.
“Our focus is not to build big applications, but rather services that support business processes,” she said. “It’s less about the applications or products, and more about training and growing our people to apply the open-source products that are already available.”
Belinda and team have the unique challenge and privilege of having multiple tech stacks beneath their umbrella. One specific one that comes to mind is Red Hat’s Ansible platform – which Belinda says is a flexible solution for helping network engineers “crowdsource” automation.
“With thousands of modules prebuild and curated into Ansible Galaxy Collections, you can create automation that turns up a VM, sends emails or reports, communicates with REST services, modifies ACL’s on network devices, deploys Docker containers, manages Kubernetes clusters or performs a backup of the configuration on your network devices…the possibilities really are endless.”
What does the word “innovation” mean to Belinda?
“Innovation is often born out of necessity, starting with an idea and fueled by passion,” she explained. “To supplement and foster innovation, the Network Automation team is working to equip our engineers with ways to leverage the latest technology stack to continue challenging the status quo and making things more efficient and reliable.”
One example of how Belinda’s team makes tech more efficient and reliable is a project that took place in 2021. Belinda’s team was asked to provide automation in support of NIST-800 compliance efforts that the Cox Business Engineering and Security teams were focused on delivering.
“This work would require some very complex cleanup and validation of our prefix-lists on the Cox Business Nokia fiber network, as the inventory is a staggering 45,000 devices strong and growing,” Belinda said. “That’s combined with some of the most cutting-edge and emerging software design patterns, GitOps, Network ‘as code’ and closed loop automation style principals as the core of the design.”
Partnering with other network engineers at Cox, Belinda and team set off to deliver an Ansible playbook that could maintain one source of truth about IP prefix-lists for this network, house those “golden configs” in Git and then calculate the remediation plan on a per host basis – executing and ensuring ongoing compliance in a unified way.
At the end of the project, the team deployed configurations to the entire Nokia Core (approximately 750 hosts) in all six regions of the enterprise on several separate occasions in 2021, causing zero service-affecting or zero-impacting outages. The project was even used as a source of demonstration for Pair Programming at Red Hat’s AnsibleFest 2021 Developer Conference.
“These kinds of opportunities and challenges are my favorite thing about working at Cox,” Belinda siad. “I like that I’m able to voice my opinion on projects and my leaders are very supportive of things I want to try.”
Belinda worked in the telecom industry before beginning her career at Cox and understands the importance of good workplace culture. Referring to the telecom company she worked for previously, Belinda said: “I was really invested in the company but didn’t feel like they were invested in me.”
When a recruiter reached out regarding an open position at Cox, Belinda was intrigued by the opportunity.
“Cox cares about their people,” she said. “It’s something we pride ourselves on and I was struck by that from the very beginning.”
Belinda feels that she’s contributed to meaningful tech transformation during her four years at Cox.
“At Cox, I feel like I’ve made an impact and that I’m valued,” she said. “There’s a path for my career here.”
There’s a stereotype about technology being an introverted profession.
As an artistic thinker and a self-professed social butterfly, Afsheen Mozammel is quick to negate any misconceptions about tech being an isolating field of work. It’s not uncommon to find her serving as a mentor, acting as a mentee or simply building relationships with peers and leaders.
“I like to connect with people,” Afsheen said. “That’s my thing. I’m very social.”
Connections are particularly important for Afsheen’s role as Manager of Engineering Enablement at Cox Communications – a fully remote role that is part of Cox’s Business Process Optimizations team. Afsheen’s group supports workflows of different technologies (including WATTS, OPTIX, EPS, JIRA, iGrafx and Visio) to ensure efficiency and visibility for Cox’s Field Engineer & Operations teams. In other words, Afsheen and her team use a data-driven approach to connect the dots between how a team operates and the impact it has.
“My team is always trying to find a way to get things done in a better and efficient manner without reinventing the wheel,” Afsheen said.
For example, one initative is an end-to-end engineering capability roadmap, where Afsheen’s team is exploring how to give Cox’s executive leaders a single source of truth for status, progress and collaboration opportunities among different engineering departments to minimize duplicate efforts and maximize efficiency.
Another example is a “proestimation” for time study. Afsheen and team used a data-driven approach to prioritize work based on business impact analysis, improving efficiency by 53%.
Afsheen, who was born in Dubai and raised in Bangladesh, pursued a tech career after getting her undergrad degree in business. After getting her master’s in industrial engineering, she worked for several different companies and often experienced a cutthroat, male-dominated and predominantly white environment.
“I was used to being the only woman in the room, let alone the only person of color in the room,” Afsheen said. “But if you asked me how I felt, I would say that I always felt like I was special. Because there was something about me that got me in that room.”
Afsheen began to crave a warmer atmosphere – literally. After 13 or 14 years of Midwest winters, she began to turn her attention toward a milder climate. Atlanta struck her as a good option, especially since her sister already lived there. Afsheen said that Cox – a values-driven tech company – appealed to her.
Afsheen was hired as an engineering manager at Cox and began to build a diverse team of tech experts. Having experienced a lack of diversity and inclusion at previous companies, Afsheen has made it a personal mission to be a champion for inclusion at Cox, getting involved with various inclusion efforts and serving as part of Cox’s ID&E ambassador program.
Afsheen’s life goal is “to impact people’s life in a positive way.”
“That’s my life’s work; my vision is to impact people whether I’m there or not,” Afsheen said. “Everything I do is a subset of that.”
Whether she’s leading her team on a new project, serving as a mentor for a fellow Cox employee or participating in inclusion efforts, Afsheen is encouraged to know that Cox’s vision is so well aligned with her own.
“[Working at Cox] is one of the best career moves I’ve ever made,” she said. “This is the first time I’ve worked with so many women in technology and the people here are so friendly. It feels like home.”
Employee Resource Groups are employee-led groups within a company that cultivate and nurture an environment of inclusion and diversity. These groups often allow employees with shared characteristics – whether it’s gender, ethnicity, religious affiliation, lifestyle or interest – to not only have a “safe space” within a corporation to discuss things that affect them but also to provide the business with valuable insight into building a workforce that is representative of its consumer base.
ERGs are a resource to the company and to employees. The groups have real-time impact on work environment, identifying potential leaders that can be overlooked due to unconscious biases, addressing challenges that plague the business and fostering a culture of understanding and empathic business practices.
Here are five things I learned from leading an employee resource group at Cox.
If I were to be asked what I thought leading, or leadership, was around five years ago, I wouldn’t have an answer that was remotely close to what being an effective leader truly is.
During my tenure as a co-lead on the PRIDE ERG, I have learned that being a leader evolves a significant amount of being able to identify an individual’s strengths and areas for growth, delegating tasks and duties that will address one of these areas and ultimately allowing them the autonomy to make an impact.
I have been able to stretch myself and work towards my own goals of becoming a people leader within the organization. I do believe that leadership is a quality that is innate but taking a role in an ERG can teach you this skill and can accelerate the skills necessary to get to that next step within your career.
As an ERG leader, you are exposed to people and areas of the company that you wouldn’t have normally if you were to just remain in your functional work area.
I quickly realized that though I have anecdotal experience with plenty of the topics we address as LGBTQIA+ and BIPOC working professionals, my story isn’t all that exists across the spectrum. It was important for me to extend my reach into other regions and have hard conversations with colleagues across the enterprise to ensure that every voice under our umbrella found representation in the stories we shared to the company.
Building meaningful relationships is a crucial component of being a working professional, but it is imperative when analyzing the impact you make as an ERG leader you are making sure your membership is represented at every table you’re invited to.
Being an ERG leader is a volunteer role, which means that the work you do has to be meaningful to you because oftentimes, not always, you can be adding an additional 10-15 hours of “side-of-desk” work to your calendar to ensure that you are representing your membership and community in the best way possible.
The work that we do doesn’t stop at the end of the calendar year and you must keep that in mind when raising your hand to be an ERG leader.
This is something that I did not realize at first, but a company often relies on the ERGs and their membership when making decisions that can affect minority employees and the diverse customer base. This means that as an ERG leader and employee, your perspective and expertise is taken to heart.
I really enjoy being able to call upon our membership for surveying opportunities knowing that the insight that is obtained will have a direct impact on the way we sell our products to customers.
If you are looking for a way to gain skills that you are not able to develop in your day role, joining the leadership board of an EG is a great way to gain leadership skills, roadmapping skills, presentation skills, delegating skills and many more.
Being part of an ERG leadership board is a great way to gain exposure to senior leadership, areas that you wouldn’t normally be exposed to, networking (internally and externally) and stretching yourself in a multitude of ways that will definitely accelerate the trajectory of your career if you are willing to put in the hours and do the work.
I started working at Cox Communications’ Atlanta HQ in 2019 as a co-op and secured a position in the Product Development and Management department under Philip Nutsugah on the video editorial team overseeing Cox’s set-top boxes (Contour and Contour Stream Player). I entered the co-op program as an MBA student and secured a full-time role before the end my first rotation. During my co-op, I was able to pitch and secure Cox’s first LGBT menu on VOD to the company’s stakeholders. Within a few months, I was inducted into the leadership-in-training program under the events team for the PRIDE ERG, I most recently interviewed the president of GAMUT, Soo Jin Oh, for AAPIM and have worked with multiple ERGs in order to work on implementing diversity initiatives within content programing on Contour products for the Cox customer. I have since been promoted to manage Cox’s Homelife products through the product lifecycle and I currently sit upon the PRIDE ERG leadership board as a business integration co-lead.
Susan Bajorek recalls her early days with Cox Communications back in 2007.
Like many, Susan knew about Cox because she had Cox Cable in her home. She was ready to experience a new career adventure, so she said ‘over and out’ to her job at a walkie-talkie company and joined the Cox team just as phone service was being ushered in.
“It was just basic service back then,” she said. “Now we have all these advanced products!”
Things have certainly changed since then, and Susan has loved every minute.
“We constantly bring on new products,” she says. “You’re constantly learning something new, which is amazing. I can’t believe how much technology has changed.”
And speaking of change, Susan has recently moved into a new role. After crushing sales for 15 years (and winning four “Winner’s Circle” trips—all-expenses paid luxury vacations awarded to top-performing salespeople), she’s now Sales Coordinator for Cox Communications in Las Vegas, NV. Her decision to try something new was a little hampered at first by the fact that she wasn’t sure what she wanted the new thing to be. When this job opened, however, she knew immediately it was as right for her as she was right for it. She already knew the salespeople, and through her sales work she was already familiar with the fulfillment side of the business. Change is certainly a good thing, especially when it’s enhanced by prior wisdom.
“I build more rapport with customers by just talking and gaining their trust,” Susan notes. “I’m always trying to do right by the customer.”
In her new role, Susan supports salespeople by taking a lot off their plate, handling incomplete and non-revenue-generating orders so that the salespeople can focus on what they do best—sales!
“It’s just a warm environment,” Susan says of her work at Cox. “Very welcoming. The people here are amazing.”
Like all of us, Susan knows change isn’t always easy. COVID-19 transformed our lives in unimaginable ways and Susan said she particularly missed in-person company events during the pandemic. But she enjoys the flexible work options she’s experienced at Cox, and the ways she’s been empowered to explore new adventures.
They say the only constant is change, and at Cox we encourage our employees to explore and discover new paths within the company. Susan’s is one of many examples of how a career with Cox can advance, expand and reach new heights. With courage and conviction, we can change the world…one change at a time.
Work. Life. Balance.
Since my three-plus years of working for Cox Media, I have heard that phrase a lot; but the COVID-19 pandemic really put those three words into perspective for almost everyone.
I’m sure over the last two years, we have all asked ourselves: “How can I keep my career a priority while also caring about my family?” Not just caring, but worrying. Hoping. Praying that everyone would stay safe and healthy. Believing that family time matters more ever.
When the pandemic shut everything down in 2020, it was a lot to process. Suddenly I became a work-from-home mom, my kids (ages 14, 12 and 7) were with me 24/7, my gym was closed so my endorphin surge was running low, there was no toilet paper anywhere and no one had any idea what the future would hold. Everything was so uncertain, but like most moms do, I had to act like it was totally normal. So while trying to talk to clients and business owners about their struggles, I was planning movie nights with my kids – so thankful for streaming TV. I was scheduling walks in the park or “yard-work-days” just to keep everyone busy.
The kids were confused. I was confused. My husband, who is an emergency room registered nurse, was overworked and exhausted. Everyone in the world was in the same boat, but we were all treading different types of waters. The past two years have been indescribable, so I won’t even try. Instead, I’ll share what I personally learned.
Here’s what the pandemic taught me about work-life balance:
Honestly, I’ve learned I can just about do it all. And because of that, it’s turned me into an even better employee. I’m a career-oriented professional, a mom who is there for her kids, a supportive wife and a compassionate friend. What more could I want?
It is commonplace when you join a new company or team to introduce yourself. You may share where you are from, other positions you have held and what you may enjoy doing outside the office.
When I joined Cox about 8 months ago and was asked to put together a PowerPoint slide to introduce myself, I may have casually mentioned that I play basketball. What I did not share was that my love for basketball is anything but casual. How could it be? I grew up in the college basketball country that is North Carolina, started playing on a team in the 4th grade and have been playing and coaching ever since. Lunches in high school were spent watching March Madness and friendships were based on your loyalty to Carolina or Duke. I love basketball because it is a complex game; all the moving parts need to work together impeccably for a team to be victorious.
This is the same energy I feel daily as a member of the Cox Communications New Growth and Development team. New Growth and Development is the innovation hub of the Cox Communications organization. It is a unique team because we operationally blend startup agility and investment powerhouse impact to build businesses across seven key themes. These themes seek to unlock emerging technologies to achieve seamless connectivity across all aspects of the human experience. Some of the themes that are already in market are Cox Edge, Cox Prosight and Cox Elite Gamer. While we like to keep New Growth projects pretty locked down on the third floor, I can tell you that the work that New Growth and Development is doing is designed to give us a distinct competitive advantage in adjacent markets to the core of Cox.
In my role as Intellectual Property Analyst, I work across all theme areas to help identify opportunities ripe for trademark and patent filing. My role is one of few that has transparency into all theme areas and, because of this, I have seen how New Growth and Development leverages curiosity, teamwork, creativity and joy to win the big games.
New Growth team members exemplify curiosity in how we build our businesses and technologies by constantly asking questions of if our efforts are desirable, feasible, viable and ethical. We demonstrate teamwork in how we collaborate – learning how to do projects better, think outside the box and best utilize our different strengths to achieve a common goal. Our creative muscles are flexed in how we find a way to “yes” regardless of the obstacles in our way. We use innovation as the catalyst to exceed even our own expectations. All of this is accomplished with joy as the lifeblood of our team. Routinely, we recognize the wins – personal and professional – and celebrate growth through our learnings.
These elements play a huge role in making New Growth a success. Like any great basketball team, we know that if we fail in what we set out to do, we can take lessons from that game and apply them to make us better. I heard this firsthand from the prolific Duke Basketball coach, Mike Krzyzewski, in comments he provided after the first half of play against Texas Tech in the March Madness tournament. Coach K clearly outlined what his players were doing right, how they could improve, and the actions they needed to take to stop the other team from scoring. This clarity better equipped his team to win the game (and simultaneously mess up my March Madness bracket).
Every day in New Growth we encounter obstacles which help how we improve our game. Persevering with this mindset is what I love about basketball, but perhaps even more importantly, what I consider myself lucky to have found in my career.
An inquisitive adventurer, Reggie Williams jumped at the chance to experience a new field of work in a different area of the country.
Keep reading to learn how Reggie charted his career path at Cox Communications.
Reggie Williams treasures the memories of moving from Atlanta to Las Vegas last year.
From the windows of a moving van, he and his wife watched with anticipation as they crossed state lines and time zones, heading toward their new home on the west coast. The landscape flattened and its colors faded in the space between Georgia and Nevada, with a new adventure on the horizon.
“I was able to see the US from a different scope, from a different field of view,” Reggie said of that trip. “The moving process itself was exciting and rejuvenating. It allowed me to rescale my goals and become an explorer again.”
Reggie added that’s Cox’s flexible work policies and people-first culture made the moving process a pleasant one.
“My supervisor was awesome in being flexible with the time she gave me to actually get to Las Vegas,” Reggie said. “It was no stress, no burdens. I got to meet my peers and leaders and felt comfortable as I settled in.”
Reggie wasn’t just settling into a new area of the country; he was also stepping into a new field of work. He had just accepted a job as a Business Security Consultant at Cox Communications. While he had experience in the broadband and cable industry, this was his first venture into the security field.
While Reggie had big career dreams and had always dreamed of living on the other side of the country, he wasn’t actively looking for a new job when he was recruited to Cox. Reggie worked with his recruiter, Reid Smallwood, to understand what the opportunity was all about.
“The thing that really intrigued me about Reid was that he cared more about my journey and what I was looking to accomplish out of life, instead of simply filling a position,” Reggie said. “That hit home with me and led to a great conversation.”
Reggie’s job entails helping businesses create security safeguards so they can focus on productivity and growth.
“It’s always a new scenario and I love it,” Reggie said. “This role actually fit my personal characteristics 100 percent. I love being strategic and customizing solutions.”
After about six months of living in Las Vegas, Reggie said that he’s glad he took the opportunity to jump into a new adventure.
“I’m in a different environment,” he said. “When you don’t know anybody, you have to put the work into making friends and building your clientele. It made me more open and outgoing and vulnerable.”
Ever a team player, Reggie gave a shout-out to his peers on the Cox Business Security Solutions team in Las Vegas.
“The culture of Cox is unmatched by any previous company I’ve been a part of,” Reggie said. “People are always ready to help you be successful and accomplish whatever you’re trying to accomplish.”
For Reggie – who’s always ready to dive into the next challenge – knowing he has room to grow is a great feeling.
“Our leaders are proactive in prepping you for your next position,” Reggie said. “My leaders are already getting me involved in projects involving the cloud, in marketing and more. They’re opening doors and putting an emphasis on supporting employees.”
Explore a career at Cox for yourself. We’re hiring! Click here to view open positions.
Santa Barbara-based employee Jeff Zamora decided it was time to advance his career and he set a plan in motion.
That was five years ago, and with mentorship, discipline and focus, he recently achieved his goal and was promoted to Field Operations Manager of Quality for Cox Communications’ entire region.
Still supporting his former role as Cox Business Field Service Supervisor, Jeff’s getting settled into and learning his new role, which is to ensure that every tech in the region gets three quality control checks per month.
“Our teams make sure the technicians are following proper trouble-call procedures and doing install correctly,” Jeff said. “And we make sure they’re leaving the customer with the best experience possible.”
Balance and goal setting are two of the mechanisms by which Jeff propels himself forward in all aspects of his life.
While working toward his promotion, Jeff was taking literal steps toward another goal: At the start of 2020, he decided to go running every day. Statistically speaking, the odds for success were not in his favor. It takes a special kind of dedication to do that, and Jeff has it. Not only did Jeff commit to running every day in 2020, but he decided to run for 805 consecutive days, the exact number of days his son Jeffrey lived before losing his battle to pediatric cancer when he was just 26 months old.
“I didn’t know if I could do it, but I just started running,” he said.
Out of bed and out the door before sun-up every day, Jeff runs along the bluffs of Goleta above the ocean, geared up in a beanie, gloves and a headlamp. After two years of daily running, locals in Santa Barbara now refer to him as “that running guy.”
And running time for “that running guy” is sacred time.
“It’s a reminder of my grief, my pain, how my marriage survived and how pediatric cancer affects parents,” he said openly, emotionally. “I think of my son a lot. I think ‘I’m doing this for you,’ and things like that. I think about the fight he went through and that he didn’t have a choice.”
How does a person run every day like this and not give up?
“It’s tough,” he said. “Some days, I run and I have a cry; some days I have a smile; some days I just want to stop. And then I refocus on why I’m doing this—which is to keep Jeffrey’s memory alive and to raise awareness for pediatric cancer research.”
Few people knew about Jeff’s ambitious endeavor in the beginning, but by September 2020—which is Childhood Cancer Awareness Month, or what Jeff and his wife call “30 Days of Jeffery”—that running guy had added a teddy bear icon to his Instagram feed and encouraged people to make donations to the Teddy Bear Foundation, a non-profit that Cox is proud to sponsor.
“They were instrumental in helping us when Jeffrey was sick,” Jeff said. “They helped with our mortgage, car repair, food and support groups…they were incredible.”
By the end of his first week in his new position at Cox, Jeff had run more than 3,100 miles over 756 consecutive days. He plans to run 16 miles on day 805, to acknowledge that his son would be 16 years old.
“Jeff has incredible discipline,” said Kirsten Mclaughlin, Santa Barbara Market Leader. “He shows up every day, gives 110% and follows through on commitments. That’s just who he is.”
It’s this same heart, dedication and openness that Jeff brings to his new leadership role. He is perpetually interested in how he can improve and help others improve, and he turns to his teams to help him set his path.
Every year, he sends his team an email with open questions about how they think he’s doing, what he could do better and what he should continue to do. He also sends an annual personal email to each technician to tell them two specific reasons he’s grateful they’re on his team.
“I consider myself a servant leader,” Jeff explained, “always thinking, ‘How can I help improve someone’s job and get roadblocks out of the way?’”
The feedback he gets serves as an inspiration for him to grow and be a better leader and in turn, he serves as inspiration for so many others.
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For Kalu Kalu – Senior Manager of Data Governance at Cox Communications – workaholic habits were hard to break. At Cox, he found the benefits and culture to support lasting work-life balance. Keep scrolling to read his story.
In Kalu Kalu’s home country of Nigeria, soccer is the most popular sport.
Kalu, on the other hand, finds enjoyment in golf. He likes the calm, social nature of the game and it’s his preferred method for relaxation.
“I’ve made a few friends in the golfing community here at work,” said Kalu, Senior Manager of Data Governance at Cox Communications and a resident of Lawrenceville, GA. “We like to get together and play.”
Just as golf itself takes practice, so did carving out time in his schedule for playing it. Kalu hasn’t always been as intentional about work-life balance as he is now.
“One of the biggest lessons I’ve learned in my career is finding balance,” Kalu said. “Many years ago, I was a workaholic. I enjoyed working, but I never found a balance between that and taking care of myself physically.”
Kalu would learn that this kind of mindset has consequences. After being diagnosed with heart disease, he realized that he was prioritizing work over health. His doctor instructed him to make time for fitness and relaxation, which forced Kalu to slow down and examine how his time was divided. Fast-forward to present day: Kalu began his career at Cox as a full-time employee in 2019 and ever since, he’s been mindful about taking time to unplug from work and be with his family.
“Having unlimited PTO is amazing,” Kalu said. “So are Cox’s flexible work policies. Even before COVID, I had a hybrid schedule: coming to work in-person three days a week and working two days at home.”
Exercise is now a regular part of Kalu’s life as well. When Cox’s corporate offices are open and Kalu feels like working “in-person,” he arrives to Cox’s Atlanta headquarters early in the morning to use the campus’ state-of-the-art fitness center and begins his day feeling energized. He says that he’s seen tangible benefits from his more balanced lifestyle.
“I’ve found that balance between work, family and fitness and I feel more invigorated today than I’ve felt in years,” he said. “My family life is better, my physical life is better and I’m more productive at work.”
When he is on the clock, Kalu plays a crucial role within the Cox data ecosystem.
“Data is the lifeblood of any organization, so its governance is critical to the success of the business,” Kalu explained. “[The data governance team] works with data owners to ensure the integrity, accuracy and timeliness of their data to enable good decision making, and to support good consumer experience. Additionally, we work with the privacy teams to ensure the privacy of consumer data, facilitating consumer trust and reducing user regrets and surprises. My boss often compares what we are to data to what a librarian is to books.”
In his data governance role, ethics are top-of-mind in Kalu’s everyday life. But he said that he’s also been impressed with how ethics are emphasized at every level of the organization.
“Working at Cox, one of the things that fascinates me is the level of ethical practices,” he said. “People are very ethical in the way we respect and accept each other, regardless of who you are. The company is deliberate in advancing diversity; and people are always encouraging others to grow and find their fit and be the best they can be.”
Kalu, who has lived in the US since 1996, worked for many large Atlanta companies before putting down roots at Cox. To him, Cox’s culture set it apart from the rest.
“I enjoy working with the people here and the culture feels different from what I was accustomed to in many other places where I had worked,” Kalu said. “People appreciate your contributions and there’s a collaborative atmosphere. I feel empowered and I know my voice is heard.”
Ready to experience a better work culture? Click here to check out all we have to offer and find your place at Cox.
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