在尼尔森，我们的宗旨是为所有人创造更美好的媒体未来。这意味着我们代表所有人，并将多样性、公平性和包容性作为我们一切工作的核心。从我们的员工到我们的产品，我们致力于继续成为客户和社区洞察受众的公正来源。
In mid-2020, we made a commitment to fighting racism, specifically to address the systemic racism and attacks against Black friends and colleagues. While we’ve made progress over the past year, we still have more work to do and feel it’s important to renew our commitment. Hate and anger persist in so many parts of the world. We still need to educate ourselves and each other about racism in America and stand firm against discrimination in all forms and in all places.
尼尔森将在 2021 年下半年采取进一步行动，重申我们反对歧视的承诺：
EQUITY
We do not tolerate social injustice in any country, and will fight discrimination on all fronts, starting with our people. Over the past year, we have increased the number of employees with diverse backgrounds and our next step is to ensure they have the opportunities to grow and advance in their careers. Globally, we’ll be working to empower more women leaders in the mid- and senior-levels. Our global DE&I Council employee members are also working with the DE&I team to better understand discrimination in local markets and develop a plan to address them. In the U.S., we’ll also focus on developing our Black and Hispanic mid-career employees. We will relaunch our Diverse Leadership Network program, mentoring and peer support groups of our high-potential talent.
此外，我们正在实施一项新的季度晋升流程，其中包括按种族、民族和性别进行薪酬审查，以确保与当地市场和尼尔森内部类似技能/级别的员工实现薪酬公平。我们还在研究对美国员工进行基于种族/族裔的薪酬公平分析。
对外，我们致力于推动多元化媒体的公平性。尼尔森正在制定解决方案，以改进对多元化媒体的测量和报告，从而提高其在营销人员和代理机构的计划和购买系统中的能见度。为了进一步增强这一群体的能力，我们将提供有关媒体评级生态系统的资源，并开展直接对话，以更好地了解他们的需求。我们将与外部顾问委员会以及 ANA/AIMM 等行业团体一起，努力促进对多元化受众和媒体价值的理解。
TRANSPARENCY
Showing our progress on this DE&I journey through internal bi-annual updates on key people metrics. Externally, our DE&I metrics are part of our Global Responsibility report.
增强人事经理的能力
Our people managers have set an example in inclusive leadership this past year. Many have also shared their uncertainty about having open, honest conversations with team members about potentially sensitive topics such as discrimination and mental health. We will provide tools and resources to our managers to help employees and teams thrive, and bring their best selves to work. Knowing that DE&I issues differ by market, our DE&I team, with the support of the DE&I Global Council, will continue discussions to develop a country/region DE&I strategy.
宣传
Using our insights, we will expand the Diverse Intelligence Series (DIS) to increase awareness about underrepresented communities — multiple abilities, LGBTQ and select global markets. We will also ensure that this information is available to the media and public across all our digital channels.
小企业是多元化社区的支柱。为了帮助少数族裔企业创造就业机会和经济机遇，我们将在第三季度推出一项由商业资源集团提供支持的小型企业公益咨询计划。我们的业务多元化计划还将包括网络研讨会，让员工进一步了解我们的多元化供应商以及如何与他们合作。
尼尔森将加倍努力，确保我们的面板测量能够真实反映不同受众及其媒体消费。我们的 "面板合作伙伴 "计划是一项协作努力，旨在审查当前用于招募和维护面板的政策和实践，并对我们的方法进行微调。
公司新承诺
- Valuable 500 is a global movement to put disability on the business leadership agenda inside Nielsen and in media representation.
- CROWN Act – In the U.S., hair discrimination remains a source of racial injustice with serious economic consequences for Black people. The CROWN Act corrects these racial injustices, currently illegal in only eight states. Nielsen will sign on to end discrimination in the workplace against race-based hairstyles and we encourage everyone to also personally petition their local and state governments.
As a company, Nielsen stands by our new values: Inclusion-Courage-Growth. Inclusion is first because it’s intentional. Our unwavering commitment to DE&I puts us in a unique position to influence change in our industry, in our communities and around the world.
作为一个人，我们对种族、特权和宣传相关问题的理解和行动处于不同的阶段。让我们站起来，让我们自己和我们的社区有更多的理解和行动。
团结起来，我们就能消除歧视，打破偏见，确保所有人都受到有尊严的对待和尊重。
This article was previously published on LinkedIn.
