At Nielsen, we have Employee Resource Groups (ERGs) which are voluntary, employee-driven groups that are organized around a particular shared interest or characteristic such as race, ethnicity, gender, disability, or sexual orientation. Each group is led by top management and their objective is to create an open forum for idea exchange and to strengthen the linkage to and within diverse communities. We have successfully launched:

? ADEPT (Abled and Disabled Partnering together) aimed at empowering our differently abled colleagues in all aspects of Nielsen’s business and culture

? PRIDE (LGBT+& Allies) aimed at fostering inclusion for our LGBT+ colleagues through awareness and support

? N-GEN (Nielsen Generation) aimed at facilitating collaboration and cohesion in people spanning age groups, experiences and organizational levels

? MOSAIC (Multinational Organization Supporting an Inclusive Culture) aimed at celebrating the diversity of our rich culture, heritage and history.

Key Initiative & Inclusive Policies

- Creating LGBT+ awareness was one of its primary goals and we had 10+ LGBT+ awareness campaigns in 12 months engaging 1500+ employees and recruiting 200+ members & allies. This included a PRIDE-specific town hall with external speakers like Parmesh Shahani & Zainab Patel, poster competition to celebrate Section 377 annulment anniversary, sharing of coming out stories, quizzes, radio hours dedicated to PRIDE, virtual Happy Hours with members during lock-down etc.

- We went beyond our office walls to help LGBT+ job seekers find a safe workplace by sponsoring and participating in India’s first LGBTI Job Fair which took place in Bangalore on July 12, 2019

- We also participated in Mumbai Queer Azaadi PRIDE march 2020 to show our support to LGBT+

- We supported LGBT+ owned business by recruiting them as vendors - India’s first trans-led dancing troupe was hired to perform at the South Asia Excellence Awards 2020, gifts acquired from LGBT+ owned businesses for internal as well as external events.

- Introduced health benefit coverage for same-sex partners in April 2020.

- Launched LGBT+ awareness training module as well as guidelines to make policies LGBT+ inclusive to all employees

- Proactive efforts to recruit from the LGBT+ community by posting 10+ open positions on LGBT+ platforms.

- We are running awareness sessions on Diversity awareness with the help of the "Ability Foundation Team".

Key learnings that the HR team and the employee resource groups are on:

**Rights of persons with disabilities

**The appropriate language to be used in the workplace

**Sign Language Interpretation

- Conducted in-depth review of our internal personnel data to identify key areas of focus and impact such as age disparity between managers and associates, retaining millennial and Gen Z talent and productivity in a multi-generational workforce.

- Launched a story contest of spending time with different generations remotely - at work and at home.

- Encouraged our associates to take up an 'Unconscious Bias Test' to detect and improve on implicit biases regarding different age groups.

- Surveyed our associates to understand generational preferences for benefits, recognition, recreation and motivation