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:
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:
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.
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: