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About Cabling Installation & Maintenance

Our mission: Bringing practical business and technical intelligence to today's structured cabling professionals

For more than 30 years, Cabling Installation & Maintenance has provided useful, practical information to professionals responsible for the specification, design, installation and management of structured cabling systems serving enterprise, data center and other environments. These professionals are challenged to stay informed of constantly evolving standards, system-design and installation approaches, product and system capabilities, technologies, as well as applications that rely on high-performance structured cabling systems. Our editors synthesize these complex issues into multiple information products. This portfolio of information products provides concrete detail that improves the efficiency of day-to-day operations, and equips cabling professionals with the perspective that enables strategic planning for networks’ optimum long-term performance.

Throughout our annual magazine, weekly email newsletters and 24/7/365 website, Cabling Installation & Maintenance digs into the essential topics our audience focuses on.

  • Design, Installation and Testing: We explain the bottom-up design of cabling systems, from case histories of actual projects to solutions for specific problems or aspects of the design process. We also look at specific installations using a case-history approach to highlight challenging problems, solutions and unique features. Additionally, we examine evolving test-and-measurement technologies and techniques designed to address the standards-governed and practical-use performance requirements of cabling systems.
  • Technology: We evaluate product innovations and technology trends as they impact a particular product class through interviews with manufacturers, installers and users, as well as contributed articles from subject-matter experts.
  • Data Center: Cabling Installation & Maintenance takes an in-depth look at design and installation workmanship issues as well as the unique technology being deployed specifically for data centers.
  • Physical Security: Focusing on the areas in which security and IT—and the infrastructure for both—interlock and overlap, we pay specific attention to Internet Protocol’s influence over the development of security applications.
  • Standards: Tracking the activities of North American and international standards-making organizations, we provide updates on specifications that are in-progress, looking forward to how they will affect cabling-system design and installation. We also produce articles explaining the practical aspects of designing and installing cabling systems in accordance with the specifications of established standards.

Cabling Installation & Maintenance is published by Endeavor Business Media, a division of EndeavorB2B.

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From Laura Landreaux: New Mentoring Programs Offer Added Visibility for Female Employees

By: 3BL Media

BY: LAURA LANDREAUX • PRESIDENT AND CEO, ENTERGY ARKANSAS

SOURCE: Entergy Corporation

DESCRIPTION:

As the 2021 chair of Entergy Women’s Leadership Advisory Council, I’m excited to share that our work in advancing the company’s diversity, inclusion and belonging initiatives has seen great success. The WLAC partnered with our internal Women’s Employee Resource Group to pilot two mentoring programs specifically for female employees because as the world changes, we believe the face of the utility business needs to change as well.

The company continues to invest in programs that introduce girls to careers in Science, Technology, Engineering and Math. And we work closely with colleges, universities, vocational, technical and other training programs in our service territory to increase the pipeline of talent – both male and female – into careers at Entergy and other companies.

But we’ve also got to make sure that once women get their feet through the door at Entergy, they remain, and are supported as they develop and grow their careers. At Entergy, we believe that to be truly successful, we must recruit and maintain a diverse workforce that leverages the unique talents and perspectives of each individual. The potential benefits are infinite, but we must also continue developing that workforce so employees feel valued and empowered to grow their skills and further their careers.

We intentionally established two distinct programs in order to meet the needs of the women in our company who are not only in different roles and business functions, but who are also at varying stages of their career.

Working with the WERG, in phase one of our effort, mentors were paired with female high-potential individual contributors, supervisors and managers for one-on-one, yearlong mentoring partnerships that include monthly meetings, job shadowing and coaching focused on personal and career development.

Phase two created pods of four female directors and non-officer vice president mentees who were paired with four executive leaders, both male and female, with a focus on networking and exposure, along with individual development. Individually, each female employee was paired with one of the four leaders, rotating leaders who served as their mentor each quarter. The group also met collectively each quarter to discuss a mentoring topic.

By partnering with individuals with varying perspectives and experiences, participants enhanced their knowledge, skills and understanding of business and cultural issues. Both programs provided opportunities for employees to engage in continuous learning, build meaningful relationships and mentees will be able to identify potential roadblocks and develop attainable career plans that are rooted in advancement.

Mentoring programs like these are a vital component of our DIB initiatives because they create more visibility for women with leaders throughout the organization, thereby expanding their perspectives and increasing their exposure and opportunity to be considered for career advancement. 

While these pilot programs come to an end, I want to let you know that this is just the beginning of our work to further engage women in our business. The WERG will renew the one-on-one mentoring program for individual contributors in January with a new, larger class of mentors and mentees. And the WLAC will continue to collaborate with our human resources organization to maintain intentional focus on the sponsorship and development of emerging female leaders.

Mentorships are critical to women's professional development, and we are committed to making sure all our female employees have access to the tools and resources they need to succeed.

Laura Landreaux is president and CEO for Entergy Arkansas.​

Tweet me: .@Entergy Women’s Leadership Advisory Council partnered with its internal Women’s Employee Resource Group to pilot two mentoring programs specifically for female employees. https://bit.ly/37ZVFWV

KEYWORDS: NYSE: ETR, Entergy Corporation, employee resource group, Laura Landreaux

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