“Diversity and inclusion are key to Nielsen as they help us drive growth and strengthen our ability to innovate. Leveraging our diversity of cultural backgrounds, experiences, talents and skills makes our company stronger and more useful to our clients and our stakeholders.”


“Nielsen’s business is predicated upon people—their preferences, choices and behaviors. Global population shifts are causing those behaviors to change at a rapid pace. Our investments in diverse talent and programming advance our ability to help clients anticipate and respond to those shifts.”



At Nielsen, diversity and inclusion are integral parts of the organization’s DNA. By diversity, we mean far more than the diversity you can see; we value diversity of thought, experiences, skills and backgrounds. It’s our ability to create a culture of inclusion—whereby we value, encourage and promote the various thoughts, opinions and insights of our diverse workforce that enable us to grow and continuously provide clients with innovative solutions.

We are committed to fostering an environment where the differences in ethnicity, gender, gender identity or expressiongender, age, national origin, disability, sexual orientation, education and religions of our employees are appreciated and embraced. Our emphasis on respecting and valuing the differences in perspectives and backgrounds ensures that inclusivity is reflected throughout the culture of our company and how we do business.

Learn more from Nielsen’s Chief Diversity Officer, Angela Talton, about how diversity is better business, not just the right thing to do, and about our borderless approach to global diversity & inclusion.


At Nielsen, we understand that diversity and inclusion is a global business imperative. With a focus on measuring what ALL consumers watch, listen to and buy, clients depend on Nielsen to provide not only quality data but valuable insights into consumer behaviors. To do this, we utilize a structured approach focused on leadership accountability, leveraging a Nielsen diversity council, partnering with experts from varied professions to form an external diversity council, setting measurements around supplier diversity goals and empowering internal volunteer employee resource groups. This holistic approach to diversity and inclusion allows Nielsen to use internal and external tools to benchmark, challenge and accelerate our efforts to build and maintain an inclusive culture.



Our goal is to use measurement to increase awareness of our performance by periodically tracking and trending progress using both quantitative and qualitative metrics. To do this, we have created a business-level scorecard to track and trend key performance indicators (KPIs) regarding representation, retention, promotions, supplier diversity spend and diversity training, as well as, Employee Resource Group (ERG) engagement which is reviewed during a dialogue with senior leaders regarding how to further the infusion of diversity and inclusion  into Nielsen’s DNA.


Aligning with the Nielsen Experience: Be Yourself, Make a Difference and Grow with Us, we are focused on creating and enhancing all facets of career development. In 2013, we created the Diverse Leadership Network, an 15-month leadership development program designed to strengthen and diversify the leadership pipeline at Nielsen by identifying, developing, and accelerating a more diverse group of top talent. The program includes continuing education, Nielsen executive-led workshops and case studies. Additionally, each participant is paired with a senior leader as a coach for the 15-month program duration.


Our business success depends on the diversity of our workforce—diversity of skills, backgrounds and experiences. To create an environment where employees feel they can be themselves, we have created global volunteer organizations—ERGs to provide an outlet for professional development, community outreach, education and assistance with recruitment/retention. We have seven ERGs: AAL (Asian American Link), ADEPT (Abled and Disabled Employees Partnering Together), HOLA (Hispanic Organization of Leaders in Action), N-GEN (Nielsen Generation), PRIDE (Lesbian, Gay, Bisexual, Transgender and Allies), SABLE (Sustaining Active Black Leadership and Empowerment), SERV (Support and Employee Resources for Veterans) and WIN (Women in Nielsen). Employees need not be a member of a diverse population to join an ERG; all employees are welcome and encouraged to be a member of any ERG.


Diversity and inclusion is about innovation and growth. Nielsen’s supplier diversity program seeks to engage diverse suppliers in an effort to do just that—help us innovate and grow. Our nationally recognized program has been celebrated for its use of formalized metrics, sharing best practices and a training initiative, which advances diversity not just across Nielsen’s internal business units but throughout the community.

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In order for the entire organization to align on the importance of diversity and inclusion as a business imperative at Nielsen, we partnered with a diverse supplier to provide foundational training for all people managers, entitled “Managing an Inclusive Environment,” and for all employees, entitled “Working in an Inclusive Environment.” These trainings, offered globally, allows us to use the same terminology and definitions for diversity and inclusion at Nielsen:

    Diversity: Variety of abilities, skills, experiences and cultural backgrounds.

    Inclusion: To value and leverage differences to achieve superior results.

Our ERGs also host events and thought leadership reports through the Diverse Intelligence content series, which we use to discuss Nielsen consumer research data and findings about specific diverse groups.



This 15-month program is Nielsen’s leadership development platform for mid-career, high performing associates who represent diverse backgrounds.

Our goal is to be an employer of choice, where diverse skills, experiences, perspectives, and cultural backgrounds are respected and valued.  The Diverse Leadership Network reflects our commitment to diversity and inclusion and our commitment to provide our associates with visibility, access, and opportunities to grow their careers at Nielsen.  It provides a world-class leadership development platform that is more inclusive, diverse, sustainable and reflective of the clients, markets and communities we serve.

The roles of coaches, participants and the managers of participants are unique, yet all share the common theme: the associate’s development. Participants have a track record of achievement, demonstrated leadership abilities, and a desire to grow at Nielsen. Coaches are known for their passion to develop others, have a depth of knowledge and experience, and are committed to advancing diversity and inclusion at Nielsen.


Our ERG program is an inclusive, global volunteer organization where more than 7,300 employees network across all business areas and all geographies. These members encourage and foster our work philosophy of the Nielsen Experience, where you can “Be Yourself, Make a Difference and Grow With Us.”



Our Diverse Intelligence Series is an annual collection of insights, based on the latest consumer trends from our multiple measurement verticals spanning from retail to entertainment. What started seven years ago as a series dedicated to multicultural consumers (African American, Asian American and Hispanic), today has expanded to include current trends among veterans, LGBT+ and disabled consumers.

We have three External Advisory Councils (EACs), comprising business and community leaders as well as industry experts, that represent the African-American, Hispanic/Latino, and Asian Pacific-American communities. The councils share their views on how Nielsen can better recruit, represent and reflect the unique purchasing and viewing habits of the multicultural communities in the U.S. We also have long-standing relationships with other community organizations such as the Human Rights Campaign (HRC), U.S. Business Leadership Network (USBLN) and HeroZona. These groups are part of the collaboration efforts of our Diverse Intelligence Series Reports.

The reports are circulated internally to our clients and also externally with the help of our U.S.-based Strategic Community Alliances and Consumer Engagement team who manages our community outreach. The reports’ content is also used in advertising campaigns and event sponsorships.


  • DiversityInc Top 50: Nielsen was named No. 19 on the 2018 DiversityInc Top 50, a prestigious list that ranks public and private companies on their commitment to workplace diversity. In addition, we were named to two speciality lists: recruitment and LGBT+ employees. In 2017, we were placed at No. 32 on the list, No. 41 in 2016, No. 42 in 2015 and No. 50 in 2014.
  • We were named to Forbes’ inaugural list of America’s Best Employers for Diversity.
  • Fortune and Great Places to Work named Nielsen as one of the best workplaces for diversity in 2017. We were also named to three additional Fortune lists: Top Workplaces in New York, Top Workplaces in Chicago and Top Companies for Consulting and Professional Services.
  • We earned a 100% rating on the Human Rights Campaign (HRC) Corporate Equality Index for the fifth straight year.
  • For the first time, we earned recognition for LGBT+ equality in Mexico, an equivalent honor to the HRC recognition in the U.S.
  • Nielsen earned “Best Place to Work for Disability Inclusion” by the United States Business Leadership Network and a 90% rating on the Disability Equality Index for the second consecutive year.
  • Nielsen ranked No. 9 on the 2017 50 Out Front list of the best places to work for women and diverse managers, compiled by Diversity MBA magazine. In 2016, we placed No. 4; in 2015, we placed No. 5; in 2014, we placed No. 18; and in 2013, we placed No. 22.
  • We were named one of the 100 Best Companies for Women in India for the second consecutive year by The Working Mother Research Institute and AVTAR.
  • Nielsen ranked No. 25 on the list of Inclusive Top 50 U.K. Employers.
  • We were recognized as a Minority Business News Top 101 Corporation for Supplier Diversity.
  • We were named to the Women’s Enterprise Top 100 Companies for Women Business Enterprises (Supplier Diversity).
  • The National Organization on Disability (NOD) named Nielsen to its list of 45 organizations that have been selected to receive the 2017 NOD Leading Disability Employer Seal.