2016 has been an important year for diversity and inclusion at Nielsen. Since the year kicked off with the appointment of Angela Talton as Nielsen’s Chief Diversity Officer, a host of research, events and awards focused on our work around diversity and inclusion have followed. Today, we released our first Diversity & Inclusion Report, which provides a comprehensive look back at the work done from 2015 to date reflecting Nielsen’s investment in and commitment to global diversity.
“As a data measurement company, Nielsen is committed to reflecting the diversity of the communities where we live and work and to sharing not just metrics but also insight into why consumers behave the way they do,” said 安吉拉-塔尔顿. “We are proud to not only commemorate the strides we’ve made as a company over the past decade, but to outline our progress in the last few years to infuse Diversity & Inclusion into the DNA at Nielsen. From tracking and trending representation, retention and developmental opportunities to providing thought leadership and mentoring to diverse suppliers, Nielsen is committed to sharing the impact and importance of the population shifts we see around the globe. We also want to help our clients connect the dots between diversity, inclusion, innovation and superior results.”
报告中强调的迄今为止取得成功的主要领域包括
- To ensure the entire organization “speaks the same language” and understands that diversity and inclusion is a global business imperative for Nielsen, 93% of Nielsen’s people managers in 66 countries have received foundational Diversity & Inclusion training, ‘Managing an Inclusive Work Environment,’ in partnership with a minority-owned diverse supplier.
- 2015年，尼尔森八个员工资源小组（ERGs）的成员在1400多场活动中贡献了5000多个小时的志愿服务，与800多个组织建立了合作关系。
- 尼尔森的多元化领导力网络（DLN）是一个为期 18 个月的领导力发展项目，旨在培养、指导和挑战高潜力员工，该项目毕业生的留任率和在公司内部担任新职务的流动率均为 100%。
- 尼尔森的人才招聘团队实施报告制度，要求北美地区的所有空缺职位都要考虑多元化的候选人。
- 2015年，尼尔森社区联盟团队赞助了200多场社区组织活动，在公司努力提高品牌在全美不同社区知名度的基础上，在这些活动中与消费者互动，积累了超过15万名消费者的数据库，尼尔森数据团队利用这些数据库对家庭样本进行补充。
- Nielsen continues to release diverse intelligence series (DIS) reports, including three in 2015, two so far this year on each Asian-American 和 西裔 consumers, one launching later this month on African-American consumers, as well as new insights on people with disabilities.
- 2015年，尼尔森的多元化供应商支出达到7500万美元，同比增长24%，占尼尔森可采购支出总额的8%。
The report also outlines Angela Talton’s vision for Diversity & Inclusion at Nielsen in 2016 and beyond. This vision is built around connecting the dots between the population shifts and consumer buying power, as well as identifying products and services, with clients, that are more appealing to these consumers, thus creating favorable financial outcomes for Nielsen’s clients. The 2016 Diversity & Inclusion midyear metric report suggests this year will be incredibly successful. Racial/ethnic and gender diversity have both increased over 2015, and the rate of racial/ethnic and gender diversity in senior management outpaces the average for DiversityInc’s Top 50 companies. Additionally, the report highlights how Nielsen has been recognized for its Diversity & Inclusion programs, including being named one of the 2016 Best Places to Work for Disability Inclusion by scoring 90% on the Disability Equality Index® (DEI), being named one of the best employers for Millennials by Fortune and Great Place to Work, earning the No. 4 spot on Diversity MBA’s 2016 rankings of “Best Places for Women & Diverse Managers to Work”, earning the No. 41 spot on DiversityInc Top 50 list and many others.
“Diversity & Inclusion are crucial to Nielsen’s growth, strength and ability to innovate,” says Mitch Barns, Nielsen’s Chief Executive Officer. “At Nielsen, we have proven that diversity of talents, skills, experiences and cultural backgrounds make our company stronger, and I am proud that our company’s culture of inclusion is being recognized globally.”
To learn more, download a copy of the Diversity & Inclusion report.
