Secara global, konsumen menjadi lebih beragam. Pergeseran demografis ini membuat dunia tempat klien kami beroperasi-menyediakan produk dan layanan yang menarik bagi konsumen yang beragam dan menciptakan konten pada media yang mereka gunakan-menjadi sebuah mosaik. Untuk memberikan gambaran yang jelas kepada bisnis mengenai konsumen masa kini, kami di Nielsen harus mampu memahami nuansa preferensi konsumen dan memberikan wawasan mengenai keputusan pembelian, tontonan, dan pendengaran konsumen.
Hal ini dimulai dengan mempekerjakan tenaga kerja yang mencerminkan keragaman di 106 komunitas di seluruh dunia tempat kami menjalankan bisnis-di semua tingkatan dalam organisasi dan di semua unit bisnis kami. Namun, merepresentasikan keragaman ini saja tidak cukup.
Di Nielsen, kami menghargai perbedaan; seluruh bisnis kami didasarkan pada pengukuran seluruh konsumen-mengukur bagaimana kami sama dan bagaimana kami berbeda. Karena perbedaan-perbedaan itulah pengukuran kita harus inklusif. Kami harus mengakui, menghormati, dan menyertakan pemikiran, pendapat, ide, dan wawasan yang berbeda sehingga pengukuran kami akurat dan benar-benar mencerminkan seluruh pasar.
Inklusi adalah perbedaan antara sekadar memiliki tempat duduk di meja (keragaman) dan memiliki suara yang diakui di meja tersebut. Sebagai perusahaan pengukuran dan analisis data global yang memberikan pandangan paling lengkap dan tepercaya tentang konsumen di seluruh dunia, merupakan suatu keharusan bisnis bahwa kami mendapatkan keragaman dan inklusi dengan benar.
Kami beruntung memiliki seorang CEO seperti Mitch Barns, yang memiliki kredo "Keberagaman dan inklusi sangat penting bagi pertumbuhan, kekuatan, dan kemampuan Nielsen untuk berinovasi." Karena ia memimpin dengan memberi contoh, para pemimpin kami yang lain mengikutinya, dan kami mendapatkan manfaat dari memandang keragaman dan inklusi sebagai filosofi operasi utama dari keseluruhan strategi kami.
For more than 13 years, Nielsen has been on a journey to further it’s diversity and inclusion initiatives. Over the last few years, we have leveraged best practices, listened to our creative associates, designed programs to develop top talent, increased thought leadership initiatives to share diverse insights and strived to learn and make improvements along the way. Because our business is rooted in helping clients better understand the science behind what’s next, we are now sharing what we are learning about diversity and inclusion in our third-annual Diversity & Inclusion Annual Report to pay it forward and help shape what’s next in the world of business via more diverse, equitable and inclusive practices, policies and procedures.
Sharing this information is also personal for me. When I accepted my first position with the Diversity & Inclusion team after more than 17 years in Operasi, I was astounded by this welcoming, accommodating and willing-to-share community of diversity and inclusion professionals. I want Nielsen to pay it forward and likewise share our information. I particularly want to share those programs that I believe have been the catalyst to our leaderships’ understanding, engagement and ultimate endorsement of diversity and inclusion at Nielsen.
Mengembangkan Kepemimpinan yang Beragam
Our Diverse Leadership Network is a 15-month internal “mini-MBA” program that allows us to grow talent from within. The program has participation goals by race and gender, with 25% representation from African American, Hispanic, Asian and White associates and at least 50% female participation. We give participants visibility, access and opportunity through experiential learning, faculty workshops, curriculum exploration and coaching for the entire program duration.
The program results speak for themselves. More than 60% of Diverse Leadership Network graduates have received promotions, with 20% advancing to a VP or general manager level. And they’re 30% more likely to remain with Nielsen than other employees. If you are looking to hire top talent, we’ve found that you may need “look no further than your own backyard.”
Mengembangkan Grup Sumber Daya Karyawan kami
Our employee resource groups (ERGs) have also played a crucial role in sourcing top talent and creating a sense of community for our diverse workforce. Our employees volunteer their time, energy, creativity and ingenuity to these organizations. And we’re proud to share that, thanks to their efforts, we have at least
By growing ERG and ERG ally participation and constantly examining and enhancing benefits championed by our employees, we have improved our outreach to differently-abled dan LGBT+ associates. We have achieved a Corporate Equality Index score of 100 for the last five years with the Human Rights Campaign, and we have earned a 90% Disability Equality Index score the last two years from USBLN. Our Women in Nielsen ERG has also grown exponentially and opened the door to partnerships with such organizations as NEW (Network of Executive Women) and the LEAD Network (Leading Executives Advancing Diversity). As a result of our global efforts, Nielsen has been recognized in the U.K. and India for diversity initiatives focused on advancing women and in Meksiko for the equivalent recognition to the HRC Corporate Equality Index.
Mendengarkan Suara Karyawan kami
By listening to our employees, Nielsen found itself ahead of the times as it relates to inclusion with the LGBT+ community. Long before marriage equality was a reality in the U.S., Nielsen stood in support alongside our LGBT+ associates by offering partner benefits to associates in relationships strictly on the honor system.
Two years ago, we listened to non-verbal queues as we identified a retention issue amongst African American associates. As a result, Nielsen’s CFO Jamere Jackson and I sponsored a two-day professional development forum for Black associates—the first event of its kind in our history. We followed suit with a Hispanic Employee Form last year in Fort Lauderdale to provide a leadership development opportunity to another subset of employees in an effort to retain and invest in our top talent.
Kami telah melihat manfaat dari penyelenggaraan forum karyawan, yang memungkinkan para karyawan untuk berinteraksi dengan para pemimpin senior, membangun jaringan, mempelajari strategi bisnis utama, serta merayakan keragaman budaya dan sejarah. Tingkat retensi kami meningkat sebagai hasilnya, naik 12% untuk karyawan Afrika-Amerika dan 18% untuk karyawan Hispanik yang menghadiri forum tersebut. Forum Karyawan Asia direncanakan akan diselenggarakan tahun ini.
Kami telah belajar selama bertahun-tahun bahwa ada banyak jalan menuju kemajuan. Seperti halnya perusahaan lain, beberapa inisiatif kami pada awalnya muncul dari kesulitan. Titik tertinggi dalam perjalanan kami telah memperkuat komitmen kami terhadap upaya-upaya ini, dan titik terendah merupakan momen-momen yang dapat dijadikan pelajaran dan membuka mata yang mengubah cara pandang kami terhadap keberagaman dan inklusi di masa mendatang.
Today, we know that diversity is not limited to only what you see. Diversity is a combination of skills, experiences, talents, cultural backgrounds and nuances. We define inclusion as leveraging our differences to deliver superior results for our clients, recognizing fully that diverse teams lead to better outcomes. That’s what you get when you give employees not only a seat at the table but a voice as well. In an increasingly diverse world where representation matters, those diverse voices make it possible for Nielsen to explain the science behind what’s next.
For more information about Nielsen’s Diversity & Inclusion efforts, please download the 2017 Nielsen Diversity & Inclusion Report.
