The Bloomberg Gender-Equality Index (GEI) has recognized Nielsen as one of 230 global leaders in advancing women through measurement and transparency. The 2019 Bloomberg GEI distinguishes companies committed to transparency in gender reporting and advancing women’s equality. As a group, the companies represented in the index have a combined market capitalization of US$ 9 trillion and employ more than 15 million people around the world, of which 7 million are women.
“We’re thrilled to be included in Bloomberg’s Gender-Equality Index,” said Crystal Barnes, SVP of Global Responsibility & Sustainability, Nielsen. “The importance of representation, diversity and inclusion to our growth and long term success are undeniable. They are core to our environmental, social and governance (ESG) strategy and sustainable business plan. At Nielsen, our ability to deliver on that strategy is grounded in transparency and continuous improvement. Being recognized in a group of companies leading by example in this space is truly an honor.”
Bloomberg’s standardized reporting framework for the GEI offers public companies the opportunity to voluntarily disclose information on how they promote gender equality across four separate areas—company statistics, policies, community engagement, and products and services. Reporting companies that score above a globally established threshold, based on the extent of disclosures and the achievement of best-in-class statistics and policies, are included in the GEI. Demand for products and services using environmental, social and governance (ESG) data has seen a significant increase over the last few years, as a growing number of investors are looking to incorporate ESG data into their investment decisions. Still, currently only 10% of eligible companies are disclosing their workplace gender policies and practices.
“We have long believed that diversity and inclusion are business imperatives,” said Angela Talton, Chief Diversity Officer, Nielsen. “Nielsen’s business is predicated upon people—their preferences, choices and behaviors. Recognizing the global population shift and a need for a diverse workforce which understands diverse consumers, their preferences and behaviors, Nielsen’s D&I strategy is designed to connect these dots while providing clients with relevant insights to help grow their business in this changing environment.”
“From hiring, developing and retaining top talent to sharing our insights through Diverse Intelligence Series Reports and Events highlighting the unique viewing and purchasing habits of diverse consumers, at Nielsen, we realize diversity is not about having a seat at the table but having a voice at the table and making sure that voice is being heard,” Angela continued. “Our investments in diverse talent and programming––across our five-pronged strategy of leadership accountability, career development, retention, supplier diversity and education––advance our ability to help clients anticipate and respond to those shifts. We are actively working to create and maintain a workforce that is reflective of the communities where we live and serve, as we recognize that each of the 100-plus countries where we operate may have different definitions of what a diverse workforce looks like.”
