rding to the 2000 U.S. Census, is 51 percent female and 36 percent people of color. The workforce at SBC closely reflects the customer base with an employee population that is 47 percent female and 38 percent people of color. In 2004, 50 percent of SBC Communications' new hires were women; 51 percent were people of color. SBC has worked to increase leadership development opportunities for women and minorities through initiatives such as the company's Leadership Development Program. This two-and-a-half-year program, designed for recent college graduates, targets high achievers and allows them to rotate among different assignments and 130 VAULT LIBRARY CAREER 2005 Vault Inc. Vault Guide to the Top Telecom Employers SBC Communications Inc. locations throughout the company. Each assignment enables participants to develop a competency in a select position and make a measurable contribution. Nearly half of the program's participants are female and nearly half are people of color. Leadership Development Program graduates have opportunities for accelerated development, early and frequent performance feedback, and upward movement. SBC says its philosophy is to provide employees with continuous opportunities to grow and develop their careers. SBC programs include: the SBC Center for Learning, a virtual campus where employees can access career-enhancing courses and find opportunities for professional and personal growth; Career Path, a web- based system that provides employees with the tools to manage their SBC careers; and the SBC Management Tuition Reimbursement Policy and the Non-Management Tuition Aid Policy, which provide financial assistance to employees who are working to attain academic degrees that are beneficial for both the employee and the company. SBC also supports employee-initiated organizations that support diverse employee needs and are open to all SBC employees. They include: ACCA (Asians for Corporate and Community Action); Community NETwork (The African-American Telecommunications Professionals of SBC); 