1. Nielsen employee resource groups
Inclusive
Open
Networks

2. NIELSEN GLOBAL EMPLOYEE RESOURCE GROUPS
First MIWE global class – July 9th, 2013, in Oxford, then WIN chapters launched in Europe (orange dots indicated new chapters since November 2013, after we deployed global D&I training to managers)
UK – 26th November 2013
Turkey – 4th December 2013
Romania – 6th March 2014
France – 27th May 2014
Austria – 25th June 2014
Asian Americans Link (AAL) - August 2008
Abled and Disabled Employees Partnering Together (ADEPT) - September 2007
Hispanic Organizations of Leaders in Action (HOLA) - December 2006
Lesbian, Gay, Bisexual, Transgender and Allies (PRIDE) - June 2007
Sustaining Active Black Leadership and Empowerment (SABLE) - February 2007
Support and Employee Resources for Veterans (SERV) - November 2011
Women in Nielsen (WIN) - January 2011 2

3. What ERGs focus on? Engagement/Education Recruitment / Networking
IMPORTANT FACTORS THAT INFLUENCE SUCCESS OF OUR DIVERSITY & INCLUSION EFFORTS
Recruitment / Networking
Engagement/Education
To increase female and diverse representation
at all levels
Opportunities to broaden cultural awareness for members, employees, and clients
Support STEM
Professional
Development
Retention
Community
Outreach
Opportunities to ensure continuous building of skills capability
Alignment to Nielsen Cares, Community Alliances, Supplier Diversity

4. Megan Belden

5. Evolving Your Disability Affinity Group to a Business Resource Group
2014 USBLN Conference
Marina Williams
Director, Corporate Equal Opportunity Programs

6. ERGs and Leadership Forums
Disability Awareness Employee Resource Groups are formed by strong employee leaders, with the goal of enhancing a culture of inclusion for the disability community.
Annual Two-Day LMC PwD Conference:
Mission: Connect Individuals Across the Corporation to Positively Impact LMC Performance Through Information Sharing, Development and Network Opportunities

7. Assistive Technology

8. A Culture of Inclusion

9. Closing Thoughts & Best Practices
Identify strong leaders to lead ERGs.
Deliberately link ERGs with key business needs.
Highlight the direct connection to business innovation.
Being proactive and engaged around this topic.

11. Microsoft Disability Employee Resource Group Walking Deck

12. Supporting Microsoft’s Strategic Vision
Microsoft Strategic Vision: Create seamless experiences that combine the magic of software with the power of the Internet across a world of devices
Global Diversity & Inclusion Strategy
Create the environment that helps Microsoft capitalize on the diversity of its people and inclusion of ideas and solutions to meet the needs of its increasingly global and diverse customer base
Global Diversity & Inclusion Strategy
Key Strategic Elements
Representation
Inclusion
Market Innovation
Reframe GD&I Platform To Support Global Efforts

13. DisAbility Employee Resource Group
Background: The DisAbility ERG formed just over 5 years ago representing the disability community at Microsoft. The Team includes over 10 sub groups including deaf (huddle), visual impairments, mobility, ADD, MSBreathe, and more.
8 Employee Resource Groups:
Align with Global Diversity Inclusion:
Disability
Women
BAM
LGBT
Parents
PTSD/ TBI
Asian
Latino Hispanic
Representation
Increase diverse pipeline across the enterprise; prioritize target areas based on data analysis
Global Diversity & Inclusion Strategy
Inclusion
Support cultivation of an inclusive workplace that surfaces the best ideas and solutions for the company and customer
Market Innovation
Develop the capabilities to drive revenue through penetration of high value diverse markets

14. Breakdown of Groups 10 Disability Groups: Communities
Varied Maturity: Some groups are ‘new’ (MSBreathe, and some over 10 years tenure (Autism, VIP)
Broad Membership: All contain employees, parents, friends or interested folks. Spreads via word of mouth / GD&I Sites and via communications
Over 800 people Globally: Autism over 400 members, most groups around
Disability Leads ‘cdableleads’: Leads from each of these groups plus key biz partners
10 Disability Groups:
Communities
Autism
Downs Syndrome
VIP (Visual Impairment)
Huddle (Deaf / HoH)
Diabetes
Children with Special Needs
Mobility
MSBreathe
ADD
Employees with Disabilities
With long term, short term or late disabilities.
Global Diversity & Inclusion Strategy
Parents / Family / Friends (Invested)
Focus on Children and Parents with disabilities
Partners
Accessibility Groups (PG / TwC), HR & Support Organisations

15. Enabling people of all Abilities to be Successful
Enable employees at MSFT to reach their full potential and be the global employer of choice for people with disabilities. Empower Parents, Family Members with best practices and community
Goals:
Big Rocks
Build Empowered Communities
Grow engaged communities globally
Representation of people with disabilities
Making it ‘safe’ to identify
Global Diversity & Inclusion Strategy
Focus on Accessibility of internal systems, buildings and facilities, safety, tools, events, benefits and more
Inclusive Work Environment
Frontier for Innovation
Leverage the community to drive product innovation, dev, usability, test. Invest in ‘lighthouse’ projects
Drive visibility both internally and externally of via marketing, communications and events
Annual Ability Summit, drive strategies forward
Grow Awareness

16. Thank you!