Nielsen Recognized at Inaugural Advancing Diversity Honors During CES 2018

Nielsen was named a corporate inductee at the first annual Advancing Diversity Hall of Honors.

At this year's Consumer Electronics Show (CES), Nielsen (No. 32 on the DiversityInc Top 50 Companies list) was named a corporate inductee at the first annual Advancing Diversity Hall of Honors, acknowledging our efforts to accelerate diversity and inclusiveness. Advancing Diversity, managed by Jack Myers' KnowledgeExchange and MediaVillage brands, was designed to honor corporations and individuals who have not only studied diversity and inclusion, but implemented successful initiatives in the media industry that directly address gender and cultural diversity as well as people with disabilities and veterans.


Our Diverse Leadership Network (DLN) was specifically recognized for its ability to successfully connect the dots between diversity and inclusion and growth, as well as to retain and develop stellar talent in a business unit or organization. Created in 2013 and likened to a mini-MBA, DLN is a 15-month program open to mid-career top performers from diverse backgrounds. Associates are partnered with executive coaches to learn more about Nielsen, complete an online curriculum on core subjects such as financial acumen and use case studies to solve business issues.

At the event, Nielsen's Chief Diversity Officer, Angela Talton, shared remarks on the genesis, core mission and stellar outcomes of the program in a Ted Talk-style presentation for the ballroom of media and technology executives.

"As you are looking for talent for your organization, sometimes you need to look no further than your own backyard," she said. "With DLN, we shifted the traditional talent acquisition model to look at untapped, top performers already in the organization and created a wholistic initiative that would give these associates the right mix of visibility, access and opportunity for growth, and the results have been outstanding. We have seen 73% of graduates move into a new position—either through promotion or lateral moves—and we've seen more than 50% move into a second new position."

Karla Chrzanowski, Executive Director of AdvancingDiversity.org, said, "We're proud to lead the charge and showcase the media, marketing and advertising industry's leadership in advancing diversity to the tech community. We were excited to share the valuable knowledge our presenters and honorees have gained developing and implementing strong diversity initiatives."

Other Hall of Fame inductees included organizations and leaders across a range of industries, including advertising, media and fast-moving consumer goods. For MediaVilliage's full coverage of their selection of Nielsen for the AdvancingDiversity Honors, visit Honoring Nielsen During CES for Connecting Diversity and Growth.

Nielsen's Diverse Leadership Network Builds Momentum With Fifth Class And Business Impact Projects

"Each year we induct a new class to the DLN, we're strengthening our diverse pipeline for years to come," said Audrey Yi, VP, Diversity & Inclusion at Nielsen.

NIELSEN

Originally Published by Nielsen.

We recently inducted the class of 2018 for our Diverse Leadership Network (DLN) in Chicago, marking our fifth class of the program. The DLN, a 15-month leadership development program, is our most diverse leadership program and provides opportunities for high-potential, mid-level leaders to learn from senior leaders within the company, collaborate among their peers, and apply their skills to practical business case studies.

The 2018 class includes 40 talented associates from the U.S., Canada and Mexico and across every function of our business. Participants met with their coaches for the first time during the orientation. DLN coaches are senior leaders who guide participants throughout the 15-month program and provide strategic guidance for non-DLN related experiences as well. Some of our more than 90 associates who are DLN alums spoke at this year's orientation event, sharing strategies and tips for optimizing time in the program and enjoying networking and learning from their fellow classmates.

"Each year we induct a new class to the DLN, we're strengthening our diverse pipeline for years to come," said Audrey Yi, VP, Diversity & Inclusion at Nielsen. "Our data from the past five years of DLN graduates shows that, upon graduation from the program, associates are expanding their leadership and influence in our company, as 93% of alumni are in a new or expanded role and 20% have reached the VP/general manager level. Representation of DLN graduates in leadership positions shows that we're committed to infusing diversity and inclusion into everything we do at Nielsen."

DLN graduates are expected to complete business impact projects that will provide process improvements and innovation for our business. That's why we also invited senior leaders to share the company's strategic priorities for FMCG/Retail, Total Audience, Gracenote and more. Participants will use the content of these presentations to guide their problem-solving process on business projects that will be assigned later in the program.

As part of the program's initiative to foster external relationships with clients and other brands, Eugene Campbell, Director, Supplier Diversity and Sustainability for Allstate and Co-Chair of our African-American Advisory Council, gave a keynote address during the orientation. Eugene spoke about the unique opportunity afforded to DLN participants, and how this class should utilize their coaches and other resources to aid in their leadership journey.

DLN IMPACT PROJECTS

Meanwhile, the DLN class of 2017 has continued their development in the program and recently completed four business impact projects that will be beneficial for many aspects of our company and our clients.

Development and Socialization of Multicultural Solutions

A team of DLN participants developed a strategy to both aggregate and socialize Nielsen's multicultural solutions with clients. The team created a multicultural solution roadmap, that points our client teams to the appropriate Nielsen product that helps our clients better reach multicultural consumers. They also created a task force that meets monthly to increase client awareness of our multicultural solutions. This project is essential to our business, because it shows our clients that we know the importance of multicultural consumers and are able to accurately measure their unique consumer preferences and behaviors.

Sales Engineering Process Improvement

Another DLN team created a streamlined process for our data to reach our clients. First, they engaged with both our sales engineers and client service teams to assess the areas where there were opportunities for increased efficiency. Then, the team developed a detailed responsibilities structure, which ensures that tasks are properly allocated and prioritized. The end result of this project is a better flow of information to our clients, which allows us to drive their business goals more efficiently.

Internal Cultural Adoption of Total Audience

A third team worked to socialize and evangelize our Total Audience system for internal associates. The group developed a strategy to both educate our employees and build their interest in our Total Audience measurement, which seeks to measure viewership across the many platforms available to consumers today. By creating this engagement, we ensure that our associates know the best way to incorporate Total Audience solutions into their client relationships and that our clients have access to our best audience measurement tools.

Experienced Hire Talent Assessment Model

Our final DLN team studied Nielsen's need for a way to assess prospective experienced candidates for Nielsen jobs. They helped Nielsen select Pymetrics, a talent assessment company that will use a candidate-friendly, AI-powered, bias-free set of games to assess a candidate's fit for a role.

"The DLN team was instrumental in helping us get to the talent behind what's next, by evaluating the marketplace for talent assessment solutions," said Chris Louie, SVP, People Analytics and Talent Assessment and sponsor of the DLN talent assessment project. "They leveraged their diverse set of experiences—different perspectives shaped by their current functional and geographic homes and their personal experiences as candidates. This provided unique perspectives on what a useful cross-Nielsen solution would look like. This project is a prime example of the superior results that diverse teams can produce when empowered to do so."