How Nielsen Creates An Inclusive Culture Using Employee Resource Groups [Interview with Portia McCahill & Petra Tileschova]

Portia McCahill and Petra Tileschova launched their employee resource group MOSAIC in Media Research Company Nielsen.

Here they explain the impact it’s had on the culture of the business.

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Here’s some key messages from this episode:

– The underlying reason for creating MOSAIC

– The social experiment Petra used to test the UK job market

– How they plan to use employee resource groups to embed new starters

Play the episode for more

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Here’s some key takeaways from this episode:

The culture of an organisation is crucial for creating inclusive change

“We don’t have to start from scratch because it’s something we already have as a mentality, as a culture as a part of the company…”

Art can be used to foster inclusivity

“We have 57 different nationalities based her in our UK office, so we decided to visualise that and place a flag representing each different country of origin of everyone.”

Authentic personal stories can be powerful for revealing different experiences in the workplace

“The job I looked at as Petra was still available 3 months later, and then I thought I’m going to make a little experiment… so I created Victoria Smith..”

Check out the episode to learn more

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In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

Putting these together makes all the difference.

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Here’s some resources so you can go deeper:

Media Research Company Nielsen

MOSAIC

Use this for your own development

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Check out these related episodes of the show.

The Reality of How Employee Resource Groups Can Create An Inclusive Culture

 

3 Reasons Why Employee Resource Groups Are Like Websites In The Year 2000

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences