世界的に消費者の多様化が進んでいます。この人口動態の変化により、多様な消費者に訴求する製品やサービスを提供し、彼らが利用するメディアでコンテンツを制作するという、私たちのクライアントが事業を展開する世界はモザイク状になっています。ニールセンは、今日の消費者像を企業に明確に伝えるため、消費者の嗜好のニュアンスを理解し、消費者の購入、視聴、聴取の意思決定に関するインサイトを提供する必要があります。
これは、私たちがビジネスを展開している世界106の地域社会における多様性を反映した労働力を、組織内のすべてのレベル、そしてすべての事業部門で雇用することから始まります。しかし、この多様性を代表するだけでは十分ではありません。
ニールセンでは、違いを大切にしています。私たちのビジネス全体は、すべての消費者の測定によって成り立っています。違いがあるからこそ、私たちの測定は包括的でなければなりません。私たちの測定が正確で、市場全体を真に反映するように、異なる考え、意見、アイデア、洞察を認め、尊重し、含める必要があります。
インクルージョンは、単にテーブルに座ること（ダイバーシティ）と、そのテーブルで発言することの違いです。世界中の消費者について最も完全で信頼できる見解を提供するグローバルな測定・データ分析企業として、ダイバーシティとインクルージョンを正しく理解することはビジネス上不可欠です。
ミッチ・バーンズという幸運なCEOに恵まれ、彼は "Diversity and Inclusion is crucial to Nielsen's growth, strength and ability to innovate "という信条を実践しています。彼が率先垂範することで、他のリーダーたちもそれに倣い、私たちはダイバーシティ＆インクルージョンを全体戦略の重要な経営理念と捉えることで利益を得ています。
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 オペレーション, 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.
多様なリーダーシップの育成
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.”
従業員リソース・グループの拡大
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 そして 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 インド for diversity initiatives focused on advancing women and in メキシコ for the equivalent recognition to the HRC Corporate Equality Index.
社員の声に耳を傾ける
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.
従業員フォーラムを開催することで、従業員がシニア・リーダーと交流し、ネットワークを構築し、ニールセンについて 重要なビジネス戦略を学び、多様な文化や歴史を祝うことができるようになります。その結果、定着率は向上し、フォーラムに参加したアフリカ系アメリカ人の社員は12%、ヒスパニック系の社員は18%上昇しました。今年はアジア系社員フォーラムを計画している。
私たちは長年にわたり、進歩には多くの道があることを学んできた。他の企業と同様、私たちの取り組みも当初は逆境から生まれたものでした。私たちが歩んできた道のりの中で最高を記録したことは、こうした取り組みに対する私たちのコミットメントをより強固なものにし、最低を記録したことは、今後のダイバーシティ＆インクルージョンに対する私たちの見方を変える、教訓的で目からウロコの瞬間でした。
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.
