Dunia saat ini menjadi lebih terfragmentasi sebagai akibat dari pergeseran demografis. Orang-orang-dan produk serta layanan yang menarik bagi mereka-sedang berubah. Untuk lebih memahami perubahan ini sebagai perusahaan pengukuran global, organisasi kami, di semua area operasi dan di semua tingkatan, harus mencerminkan keragaman dalam komunitas tempat kami menjalankan bisnis.
Thatโs why weโre excited to release our third-annual Diversity & Inclusion Annual Report. As Angela Talton, our Chief Diversity Officer, explains in the video above, the report shares an update on our strategic diversity and inclusion (D&I) initiatives, metrics, partnerships, results and awards during 2017.
Sepanjang tahun, kami membuat langkah besar melalui upaya keberagaman dan inklusi kami. Beberapa hal yang menarik dari tahun lalu antara lain:
- Secara global, representasi perempuan kami di tingkat kepemimpinan senior adalah 33,8%. Angka ini lebih tinggi daripada perusahaan global lainnya, di mana persentase perempuan di manajemen senior berkisar antara 24% dan 29%, menurut Catalyst, sebuah lembaga nirlaba global yang mengadvokasi tempat kerja yang inklusif bagi perempuan.
- We launched the global D&I ambassador program, comprising 20 leaders and influencers who meet monthly to support the activation of D&I initiatives that are tailored to meet the needs of their specific markets and countries. Our global D&I ambassadors are essential to ensuring our D&I strategy is implemented in each of the more than 100 countries where we operate.
- The Diverse Leadership Network (DLN)โour 15-month โmini-MBAโ leadership development program for mid-career, high-potential diverse talentโsaw 45% of its participants and alumni begin new roles or expanded their responsibilities during 2017, which showcases our commitment to identifying, developing and promoting our diverse talent. The DLN also continued its momentum by graduating its third class and inducting its fourth.
- We held our first Hispanic Employee Forum, convening more than 150 U.S.-based associates from 19 cultural backgrounds spanning Latin America (including Central and South America), the Caribbean and Europe, as well as 13 clients and community partners. Our employee forums are designed to foster greater retention of our diverse associates by giving them visibility and access to our senior leaders and the opportunity to network and build relationships in a culturally authentic atmosphere. To date, we have had a 97% retention rate among Hispanic Employee Forum attendees.
- Over 1,000 new associates around the world participated in our โWorking in an Inclusive Environmentโ training, which is a mandated part of their new hire onboarding program. The course, available in 10 languages, is designed to increase each associateโs understanding of what D&I is, why it matters to Nielsen, and how they can bring our D&I program to life in their work.
- Our global employee resource group (ERG) membership outside the U.S. grew by 60%. We also launched our ninth ERG, Multinational Organization Supporting An Inclusive Culture (MOSAIC), in the U.K., as well as 22 new ERG chapters around the world. ERG members contributed over 1,500 volunteer hours in the communities where we live, work and serve.
- We co-created a week-long event called HeroZona, which was designed to connect military veteran business owners with corporate procurement teams. The event continued to drive our Supplier Diversity goal of spending at least 10% of our total U.S. sourceable spend with diverse businesses.
- We provided $1 million in financial support to more than 130 U.S. local and national nonprofit organizations that help advance a cause within our five giving priorities: education; with an emphasis on science, technology, engineering and math (STEM); D&I; civil rights and social advancement; civic engagement; and hunger. Additionally, in order to maintain the representativeness of our panels, we prioritize supporting organizations that serve the African-American, Hispanic/Latinx and Asian Pacific American communities.
- For the seventh consecutive year, we released the Nielsen Diverse Intelligence Series (DIS) reports, which explore the unique preferences and undeniable power of diverse consumers. In 2017, for the first time, all three reports shared a unified theme. Asian-American Women: Digitally Fluent with an Intercultural Mindset, Latina 2.0: Fiscally Conscious, Culturally Influential and Familia Forward dan Wanita Afrika-Amerika: Ilmu Pengetahuan Kita, Keajaibannya each tell unique stories of how multicultural women continue to influence mainstream culture. Our DIS reports are designed to give diverse communities empowering knowledge of their consumer power and to reinforce with our clients that Nielsen is the definitive source of insights on diverse consumers.
- Our D&I thought leaders shared our insights on diverse consumer at more than 120 engagements last year. Our leaders engaged with our clients, members of diverse communities, political leaders, the press and our internal associates to increase our stakeholdersโ cultural IQ around diverse consumer behavior.
- Our efforts to infuse D&I into everything we do were recognized by several influential organizations, including DiversityInc, DiversityMBA, Fortune, Human Rights Campaign, United States Business Leadership Network and many others.
Kami berharap bahwa laporan ini akan berfungsi sebagai sumber daya dan ajakan untuk bertindak, dan bahwa perusahaan-perusahaan global, klien kami, organisasi masyarakat, pemasok yang beragam, dan publik akan melihat Nielsen sebagai contoh perusahaan yang berfokus pada keberagaman dan inklusi dalam lanskap konsumen yang berubah dengan cepat.
Unduh laporan lengkapnya for more information.
