Nielsen is committed to accurately measuring a broad range of consumer behavior representing a wide range of ethnicities, cultures and organizations worldwide.
Your opinions and ideas matter. And no two consumers are the same. That is why we've invested in the best technology, the best methodology and the best people we can to assure that all ethnic communities are fairly represented.
Read more about our diversity programs and initiatives:
We currently have five Regional Diversity Councils located in New York, Cincinnati, Chicago, Florida and Los Angeles. The councils are charged with ensuring that diversity is integrated into our company and business so that it becomes an essential part of our corporate culture. They help promote diversity awareness, implement action programs and act as a resource for local leadership to strengthen our talent pipeline. Each council is headed by a member of Nielsen’s Executive Council and a Senior HR Leader. Council members include employees from various cultural backgrounds, departments and levels of the company.
At Nielsen, diversity is not just a goal, it is a business imperative. Our effectiveness at embracing the talents of people of different backgrounds, experiences and perspectives is key to our continued success in providing clients with information they need to succeed, and in making certain that all communities and individuals we depend upon to provide us with information about consumer behavior understand who we are, what we do and agree to participate in our consumer samples.
Our Emerging Leaders Program (ELP) plays a key role in transforming the organizational culture of Nielsen so that it more closely reflects the diverse perspectives of the world that we live in. Through special training and guidance, the program is designed to nurture personal growth and enhance leadership skills of college students or recent university graduates. During their term in the program, candidates are exposed to a diverse and challenging set of rotational assignments, intensive training, mentoring and unparalleled opportunities to network with and learn from our most senior leaders. Upon graduation from the program, participants are well prepared by their fast-tracked experiences to take on a critical role within their area of expertise.
We have visited more than 70 campuses around the U.S. searching for the best talents interested in the areas of Client Solutions, Financial Leadership, Human Resources and Operations & Technologies. Through career fairs and speaking engagements, our staff is able to interact with students and share career opportunities within the ELP. As a result of our wide-spread national recruitment efforts, we have been able to award over 120 internships and co-ops as well as add 145 full-time hires to our workforce.
Creating an atmosphere that embodies and supports diversity and inclusion is important at The Nielsen Company. Each of our five regions has Employee Resource Groups (ERGs) which foster a shared interest among associates in the areas of:
Our ERGs strive to create an open forum for idea exchange, foster communication and strengthen the connection within diverse communities at Nielsen. All ERGs are inclusive and open to all employees and have senior leaders as their National Sponsor.
Named by our employees themselves, our ERGs, are as follows:
An employee group, some who are Asian, some who are of Asian descent and some who are non-Asian but are interested in learning about the Asian culture or assisting with implementing Asian initiatives related to Nielsen and our services.
A group inspired by people dealing with mental and physical challenges and serving as a forum for employees who are disabled, care for family members with disabilities or champion causes within the disabled community.
A group—formed of both Hispanic employees and non-Hispanic employees who want to learn more—supporting and enhancing Latino services relating to Nielsen, Latino culture and community outreach.
A group committed to encouraging an atmosphere of respect and fostering a work environment in which all gay, lesbian, bisexual and transgender employees are treated with dignity, and supporting causes within the community.
A group dedicated to empowering African American employees which also includes non-African-American employees who want to learn more about black issues relating to expanding and improving Nielsen services and community outreach.
An employee group established to foster and sustain an inclusive environment that recruits, develops and values the talents, contributions and perspectives of veterans and their supporters to maximize the individual and organizational performance.
An employee group established to shape and sustain an inclusive business culture that values the talents and perspectives of women. The WIN ERG plays important role in the recruitment, development and retention of women in the Nielsen organization.
Members of Nielsen’s three External Advisory Councils are exemplary leaders in business, community, education, entertainment and faith-based organizations. They continue to advise us on how to better engage and recruit communities of color and how to enhance our products and services for ethnic markets. In 2009 we began bringing the three councils together twice a year for Joint Advisory Council meetings to ensure their collective voices were heard and united around common areas of concern.
The three external councils are:
The African American Advisory Council consists of 12 leaders from the community, the media, faith-based organizations and businesses. The Council advises Nielsen on a number of issues as it relates to the African American community. They also serve to make sure that our sample recruitment materials are effective.
Nielsen created the Asian Pacific American Advisory Council to address issues of concern regarding the Asian community. Since its inception, the eleven-member council has been instrumental in revamping Nielsen’s sample recruitment materials so that they would better appeal to the individual Asian cultures.
Our Hispanic/Latino Advisory Council was assembled in order to assist our efforts to recruit, measure, and accurately report on U.S. Latino households. The Council consists of 11 industry, community and business leaders from around the country. They advise us as we train our bilingual sample recruiters and translate materials for Latino TV households.