We’re proud to be included in the 2022 Bloomberg Gender-Equality Index (GEI), a modified market capitalization-weighted index that aims to track the performance of public companies committed to transparency in gender-data reporting, for the fourth consecutive year.
The 2022 Index includes 418 global companies across 45 countries and regions. Member companies represent a variety of sectors, including financials, technology and utilities. Collectively, these sectors have the highest company representation in the index.
The GEI measures gender equality across five pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, anti-sexual harassment policies and a pro-women brand.
“Being in the 2022 GEI means we continue to live our Nielsen values of inclusion, courage and growth,” said Sandra Sims-Williams, Nielsen’s Chief Diversity Officer. “Fostering gender equality is an ongoing commitment for Nielsen. We work relentlessly to ensure that our female employees can bring their best selves to work and thrive at all levels throughout our company.”
To be considered for the GEI, Nielsen submitted a social survey created by Bloomberg, in collaboration with subject matter experts globally. Companies included on this year’s index scored at or above a global threshold established by Bloomberg to reflect disclosure and the achievement or adoption of best-in-class statistics and policies.
Nielsen’s commitment to gender equality is infused throughout our business:
- Our CEO, David Kenny, has signed the Leading Executives Advancing Diversity (LEAD) CEO Pledge to increase the number of women in senior leadership.
- We updated our global goal to increase the number of women in mid- and senior-leadership from 39% in 2019 to 46% by 2024.
- Four out of the nine leaders on Nielsen’s leadership team are women, and five of 10 of Nielsen’s Board of Directors are women.
- In 2020 and 2021, we launched new diversity, equity & inclusion (DE&I) learning opportunities focused on allyship and identifying and stopping microaggressions.
- We build programs that focus on developing women across the organization, including a new leadership development program for mid-career women and the WIN Rising Leaders global conference, led by our Women in Nielsen Business Resource Group (BRG).
- Since 2016, we have required a diverse slate of candidates for open positions to help ensure that we attract and build a diverse team.
In the U.S., we offer 12 weeks of parental leave (also for adoptive parents) and an additional eight weeks for birth mothers. We have a global non-discrimination policy that ensures equal opportunity for LGBTQ+ employees in all Nielsen markets. With the pandemic creating unexpected and extremely difficult circumstances, we offer supplemental paid sick leave and family care leave to all eligible U.S. employees.
We are also working to lead the conversation on representation and inclusion in media. We share our data-driven insights through products like our Diverse Intelligence series, which analyzes diverse audience trends. In 2021, we released a new report focused on Women 50+. Our 2021 Being Seen on Screen report highlights the opportunities to improve the on-screen representation of various identity groups in the top 1,500 TV shows.
