Page 47 - BEQ Magazine Vol 4, Iss 4 (01032020 Final)_Active

ielsen, a global measurement firm, has long been in the business of

measuring data that helps to grow, develop and build stronger businesses
Naround the globe. Now, the company is turning its attention inwards with

the goal of increasing the diversity and inclusivity of its workforce.

That’s where Matthew Hanzlik comes in. policies allow first for equality and then for equity,” he
Hanzlik, who has been working with Nielsen for al- said. “By measuring, it will give you a really clear direc-
most a decade, was promoted to the role of Vice Pres- tion of where you may need to focus.”
ident of Diversity and Inclusion over the summer. The At Nielsen, those measurements lead to some can-
position was created as a new way to systemically em- did conversations about various aspects of diversity that
bed inclusion in all of Nielsen’s talent processes. are often touched on superficially or ignored altogether.
Charged with creating, driving and launching a Hanzlik said conversations about what representation
fast-moving inclusive talent program, Hanzlik said the looks like for multiple or changing identities, visible and
goal is to see an increase in the overall diversity and non-visible aspects of diversity and more have been on-
inclusivity of the company worldwide in just two years. going over the last six months.
“It’ll be really clear as we measure along the way And it’s not always easy.
if we are progressing towards that goal with represen- “These can be difficult topics that people would
tation for LGBTQ+ leaders, representation for racially try to gloss over or speak to at surface level, but I don’t
and ethnically diverse leaders, and ultimately, represen- think change happens at that level,” he said.
tation for leaders who share and have diverse identi- Effecting change at Nielsen has required commit-
ties,” he said. “Nielsen is the source of truth in mea- ments from everyone, including CEO David Kenny,
surement in our industries. We can only do that when who has also taken on the role of the company’s Chief
we include everyone in our measurement and have a Diversity Officer. The result is an ever-evolving work-
workforce that includes everyone as well.” force, where employees feel empowered to share and
A strong workforce, Hanzlik said, embraces and grow along with the company.
celebrates the unique identities and experiences of its “That’s a unique role for him, to drive momentum
employees both on and off the clock. and to create accountability for driving representation,
“We have to ensure that the identities and experi- and to create more sense of culture,” Hanzlik said.
ences that people have and hold are experiences and “The door opened when he challenged us to think big
identities that they can fully leverage day in and day and bold. I raised my hand with ideas and I have a re-
out, from the minute that they sign on to the minute ally supportive and encouraging boss and a strong, sup-
that they sign off for the day,” he said. “It shouldn’t be portive team that allowed me to step forward and take
any different when they are at Nielsen working than on this role.”
when they aren’t. Our identities and experiences should It may not be easy, and companies may uncover a
be the exact same when we are at home and while we number of areas that need to be addressed in order to
are at work if we truly are doing our jobs right.” advance a diverse and inclusive workforce. But Hanz-
Hanzlik said other companies wishing to follow lik – and Nielsen – believe the end result will be well
Nielsen’s lead should start by measuring everything, worth it.
from how they screen resumes to internal advancement “I like to remind people that facts don’t replace
processes. feelings and feelings don’t replace facts,” Hanzlik said.
“Measure performance, measure advancement, and “Both of those pieces are important for driving forward
look at it through all of the different lenses of diversity the actions and initiatives that we’re looking to. You
that we can — gender, race, ethnicity, orientation, dis- can’t come to the table with just one, and you shouldn’t
ability status, veteran status — to make sure that the come to the table with just one.” 

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