“Diversity and inclusion are important to Nielsen’s growth, strength and ability to innovate. It is crucial that our organization’s diversity reflects the markets that we measure and represent to our clients through Nielsen services. Our investment in diversity and inclusion goes further than this, though, and includes high-impact training and stretching objectives designed to leverage our diversity for the benefit of the brands, companies and markets that we serve. Together, these efforts help drive strength and growth for our business.”
MITCH BARNS, CEO
OUR VISION AND MISSION
At Nielsen, diversity and inclusion are integral parts of the organization’s DNA. By diversity, we mean far more than the diversity you can see; we value diversity of thought, experiences, skills and backgrounds. It’s our ability to create a culture of inclusion—whereby we value, encourage and promote the various thoughts, opinions and insights of our diverse workforce that enable us to grow and continuously provide clients with innovative solutions.
We are committed to fostering an environment where the differences in ethnicity, gender, gender identity or expressiongender, age, national origin, disability, sexual orientation, education and religions of our employees are appreciated and embraced. Our emphasis on respecting and valuing the differences in perspectives and backgrounds ensures that inclusivity is reflected throughout the culture of our company and how we do business.
HOW WE'RE DOING IT
At Nielsen, we understand that diversity and inclusion is a global business imperative. With a focus on measuring what ALL consumers watch, listen to and buy, clients depend on Nielsen to provide not only quality data but valuable insights into consumer behaviors. To do this, we utilize a structured approach focused on leadership accountability, leveraging a Nielsen diversity council, partnering with experts from varied professions to form an external diversity council, setting measurements around supplier diversity goals and empowering internal volunteer employee resource groups. This holistic approach to diversity and inclusion allows Nielsen to use internal and external tools to benchmark, challenge and accelerate our efforts to build and maintain an inclusive culture.
WE CREATED A FIVE-PRONGED APPROACH TO FURTHER OUR DIVERSITY AND INCLUSION EFFORTS AT NIELSEN:
Our goal is to use measurement to increase awareness of our performance by periodically tracking and trending progress using both quantitative and qualitative metrics. To do this, we have created a business-level scorecard to track and trend key performance indicators (KPIs) regarding representation, retention, promotions, supplier diversity spend and diversity training, as well as, Employee Resource Group (ERG) engagement which is reviewed during a dialogue with senior leaders regarding how to further the infusion of diversity and inclusion into Nielsen’s DNA.
Aligning with the Nielsen Experience: Be Yourself, Make a Difference and Grow with Us, we are focused on creating and enhancing all facets of career development. In 2013, we created the Diverse Leadership Network, an 15-month leadership development program designed to strengthen and diversify the leadership pipeline at Nielsen by identifying, developing, and accelerating a more diverse group of top talent. The program includes continuing education, Nielsen executive-led workshops and case studies. Additionally, each participant is paired with a senior leader as a coach for the 15-month program duration.
Our business success depends on the diversity of our workforce—diversity of skills, backgrounds and experiences. To create an environment where employees feel they can be themselves, we have created global volunteer organizations—ERGs to provide an outlet for professional development, community outreach, education and assistance with recruitment/retention. We have seven ERGs: AAL (Asian American Link), ADEPT (Abled and Disabled Employees Partnering Together), HOLA (Hispanic Organization of Leaders in Action), N-GEN (Nielsen Generation), PRIDE (Lesbian, Gay, Bisexual, Transgender and Allies), SABLE (Sustaining Active Black Leadership and Empowerment), SERV (Support and Employee Resources for Veterans) and WIN (Women in Nielsen). Employees need not be a member of a diverse population to join an ERG; all employees are welcome and encouraged to be a member of any ERG.
Diversity and inclusion is about innovation and growth. Nielsen’s supplier diversity program seeks to engage diverse suppliers in an effort to do just that—help us innovate and grow. Our nationally recognized program has been celebrated for its use of formalized metrics, sharing best practices and a training initiative, which advances diversity not just across Nielsen’s internal business units but throughout the community.
In order for the entire organization to align on the importance of diversity and inclusion as a business imperative at Nielsen, we partnered with a diverse supplier to provide foundational training for all people managers, entitled “Managing an Inclusive Environment,” and for all employees, entitled “Working in an Inclusive Environment.” These trainings, offered globally, allows us to use the same terminology and definitions for diversity and inclusion at Nielsen:
Diversity: Variety of abilities, skills, experiences and cultural backgrounds.
Inclusion: To value and leverage differences to achieve superior results.
Our ERGs also host events and thought leadership reports through the Diverse Intelligence content series, which we use to discuss Nielsen consumer research data and findings about specific diverse groups.
DIVERSE LEADERSHIP NETWORK
This 15-month program is Nielsen’s leadership development platform for mid-career, high performing associates who represent diverse backgrounds.
Our goal is to be an employer of choice, where diverse skills, experiences, perspectives, and cultural backgrounds are respected and valued. The Diverse Leadership Network reflects our commitment to diversity and inclusion and our commitment to provide our associates with visibility, access, and opportunities to grow their careers at Nielsen. It provides a world-class leadership development platform that is more inclusive, diverse, sustainable and reflective of the clients, markets and communities we serve.
The roles of coaches, participants and the managers of participants are unique, yet all share the common theme: the associate’s development. Participants have a track record of achievement, demonstrated leadership abilities, and a desire to grow at Nielsen. Coaches are known for their passion to develop others, have a depth of knowledge and experience, and are committed to advancing diversity and inclusion at Nielsen.
EMPLOYEE RESOURCE GROUPS
Our ERG program is an inclusive, global volunteer organization where more than 7,300 employees network across all business areas and all geographies. These members encourage and foster our work philosophy of the Nielsen Experience, where you can “Be Yourself, Make a Difference and Grow With Us.”
Scroll over the map to see the ERG programs in each country. (Key Below)
AAL (Asian Americans Link)
ADEPT (Abled and Disabled Employees Partnering Together)
HOLA (Hispanic Organization of Leaders in Action)
PRIDE (Promote Respect in Diverse Environments)
SABLE (Sustaining Active Black Leadership and Empowerment)
SERV (Support and Employee Resources for Veterans)
WIN (Women in Nielsen)
N-GEN (Nielsen Generation)
DIVERSE INTELLIGENCE SERIES
Nielsen’s outreach through our U.S.-based Strategic Community Alliances and Consumer Engagement team included advertising campaigns, event sponsorships and memberships in dozens of organizations. Our multicultural outreach philanthropic priorities include organizations with a focus on STEM (Science, Technology, Engineering and Math) education, diversity & inclusion and civic/social justice.
We also have three External Advisory Councils (EACs) that are composed of business leaders, community leaders and notable industry experts who represent the African-American, Hispanic/Latino and Asian Pacific-American communities. These External Advisory Councils share their views on how Nielsen can better recruit, represent and reflect the unique purchasing and viewing habits of multicultural communities.
These councils come together multiple times a year with Nielsen’s executive leaders to ensure that the collective voices of multicultural consumers are heard, while representing Nielsen as ambassadors within their respective communities. Of course, we recognize that our efforts have a business benefit in addition to the societal impact we hope to achieve, capturing market insights that provide revenue opportunities for Nielsen and for our clients. By reaching thousands of multicultural consumers, we strive to create awareness about Nielsen’s measurement efforts and how all voices matter, as we continue to lead the conversation about consumers’ purchasing power.
Awards and Recognition
- DiversityInc Top 50: Nielsen was named No. 41 on the 2016 DiversityInc Top 50, a distinguished list that ranks public and private companies on their commitment to workplace diversity. In 2015, Nielsen was No. 42 and No. 50 in 2014. For three consecutive years, Nielsen was chosen for its emphasis on talent development, disciplined approach to improving diversity initiatives and metrics, and high participation levels for employee resource groups.
- Fortune and Great Places to Work named Nielsen as one of the best employers for Millennials
- 100 Best Companies to Work in Mexico, Great Place to Work Institute (GPTW), Nielsen Mexico
- "2016 Best Places to Work for Lesbian, Gay, Bi-Sexual, and Transgender Equality," Human Rights Campaign, U.S.
- Noted as one of the 2016 Best Places to Work by the Disability Equality Index® (DEI) for Disability Inclusion
- Ranked #4 in 2016 for 50 Out Front for Diversity Leadership, Diversity MBA Magazine; 2015 (#5), 2014 (#18), 2013 (#22)
- "100 Best Companies to Work For in Latin America" Great Place to Work Institute, Latin America & HSM Group
- Gold Excellence Award: Best Leadership Development Program - Brandon Hall Group, Nielsen's GBS Emerging Leaders Program
- Corporate 101: Top 101 Supplier Diversity Programs
- One of the Top Supplier Diversity Programs for African Americans
- 2016 Top Corporations for LGBT Economic Empowerment
- Named Women’s Enterprise Corporations of the Year
- Top 10 Best Companies with Employee Resource Groups, Diversity MBA Magazine 2014
- 2013 Community Excellence Award, National Association of Asian American Professionals
- "2012 Champions of Diversity Award," New York Urban League
- Top 100 Best Companies to Work in the Country, Great Places to Work Institute, Nielsen Mexico
- "Best Companies to work for in Chile," Capital Magazine