People and Technology
In 2021 we re-ignited our Global Employee Resource Groups. These are voluntary, employee-led groups who support Kantar to build an inclusive and diverse workplace, and are integral to us achieving our overall inclusion and diversity strategy. The groups are led and participated in by colleagues from across Kantar who share a characteristic, and we have 6 Global groups at Kantar. Our Employee Resource Groups can also include allies, essentially any employees who want to learn more and pledge their support.
At the end of 2021, we launched an ERG Playbook for leads of the groups which provides them with a framework and guidance on how to best mobilise their group and objectives at Kantar.
Executive Sponsors have also volunteered for each of our 6 Global ERGs. Their involvement will be to give strategic guidance that aligns with the wider business strategy, represent and champion the ERG at the senior levels, advise on measurable success criteria and use of budget, and to provide counsel if the ERG encounters any challenges. The Kantar Executive Team has also agreed a significant investment to support the ambitions and capabilities of our ERGs through 2022 and beyond.
Brings together women and allies to engage, learn and drive positive change to ensure the contribution and potential of our women are realised across our organisation.
Provides support, advocacy, and visibility to the LGBTQIA+ community across Kantar, empowering and inspiring every employee to celebrate their individuality, embrace their unique qualities and flourish at work.
Promotes age inclusivity to help ensure that we continue to maximise the contribution of experienced employees and develop careers.
Provides support and fosters inclusion for neurodivergent individuals and people with disabilities, both visible and invisible. Accessibility aims to empower everyone with the tools to be productive and successful.
Brings together parents and caregivers at Kantar to provide support, awareness and resources for those raising children or taking care of family members. Helping Kantar to be a place where parents and carers can thrive in both their career and their family life.
Creates a community of support, insight, and problem solving to Black, Asian, Hispanic, Middle Eastern, other minority groups, and all others interested in contributing to a safe place that celebrates one another.
Accessibility – disability/neurodiversity event:
October in the US is National Disability Employment month so we had a 7 person panel including 2 outside guest speakers. We had a range of identified disabilities including NeuroDivergent- ADHD &/or Autism, Deaf, Paraplegic, and a parent to a child with Cerebral Palsy. We had hundreds of viewers during the live event and it brought several new people into the ERG. Comments and feedback shared have also helped to shape some of the 2022 Accessibility goals.
No Limits! – Kantar Age inclusive photo competition:
We raised visibility about the lack of photos of older people in our company image library (and in image libraries in general). 56 photos were submitted, often of family members and friends - and were made available (with the photographer's permission) as a photo resource for Kantar employees. It was especially great to read about the stories behind the photos and to see older people pictured doing everyday activities such as cooking, painting and socialising (as well as sky-diving and motorbike riding) and above all living life to the full!
In 2021, we launched a global mentoring programme, ASPIRE, for women at Kantar using an AI platform called Guider. The programme pairs up high performing women at Skales 60 and 70 with alumni from the Kantar Empowering Growth leadership development programmes.
Since launching there have been 452 sign ups across all of Kantar’s divisions and markets (232 mentors, 220 mentees).
This programme lasts between 5-6 months and supports female mentees with building skills in areas such as decision making, difficult conversations, leadership and networking which will equip them through their career development.
Through 2021 we ran quarterly global I&D livestreams with high levels of engagement across Kantar. The Disruption Talks series are progressive discussions around specific topics which may be uncomfortable for some colleagues, such as disability, menopause and ageing. In these sessions we bring in external expertise to provide key insights and learnings.
Our last Disruption Talk of 2021 (Me, You and The Menopause too in partnership with Overthebloodymoon) introduced our new UK&I menopause policy and manager guidance, and attended by a global audience of over 300 Kantar colleagues.
People are at the heart of everything we do. In 2020 and through 2021 we launched our #Wearehere Wellbeing programme across Kantar. By focussing on Wellbeing we can create an environment where all employees can be at their best. Our hope is that everyone at Kantar understands how they can maintain their own good health, and knows how to proactively and collectively support other colleagues.
At Kantar we know that life for our people can often be uncertain and challenges to our Wellbeing can affect any of us, our colleagues or family members, at any time. If one area of our Wellbeing falls down, its easy for other areas of our lives to also become impacted. That's why it's important our employees know how and when to get support when they need it most.
To tackle this, in 2021 we rolled out an inclusive and extensive Employee Assistance Programme (EAP). This EAP provides all Kantar colleagues with a wealth of valuable support and information across all areas of Wellbeing, including; stress management, exercise, sleep, healthy eating, how to maintain a good work-life balance, childcare and eldercare guidance, debt and legal advice, and many more.
Perhaps most helpful is that our EAP can also give all individuals across Kantar access to professionals who can support and guide them with the unique and diverse challenges that are personal to them, for example Psychologists to support with psychological issues or Financial Advisors to advise on money worries.
But positive Wellbeing is not just about knowing how to get effective treatment and advice for challenges - its knowing how to prevent them in the first place. Through continuous internal campaigns promoting tools, resources and education, we encourage our people to access support resources regularly to maintain all areas of their Wellbeing.
Appreciating others and recognising great work is a vital part of an inclusive employee experience and individual growth. In July 2021 Kantar launched a global, peer-to-peer recognition platform for all employees. The platform allows colleagues to inclusively appreciate anyone, at any time, and celebrate our diverse mix of people who create impact through displaying our Kantar behaviours. So, who’s using Appreciate?
Language matters and words used in a job ad can influence a candidate’s perception. Although not deliberate, it often happens unconsciously. Last year we piloted Textio an augmented writing tool which helps us remove biased language from written text, specifically our job descriptions, so they appeal to the most diverse candidates. So, what impact is it having?
To support our I&D strategy we have focused on identifying and removing bias throughout our hiring practices globally. In 2021 we invested in AI technology which reviews job descriptions in real time. The use of Textio means we now appeal to a wider candidate pool, and helps our TA teams build balanced candidate shortlists.
In 2021 the I&D team in Kantar Malaysia spearheaded an initiative to conceptualise a more inclusive office, which we called the 'Office of the Future’ project. Led by our own employees from across our different Malaysia divisional offices, colleagues put forward ideas and improvements to create a more accessible space for all. Our planned 'Office of the Future’ has a smart seating system, a nursing room for new parents, and dedicated areas to help us create balance while continuing to work with a 'Progress Together' mindset.
The UK&I launched our Menopause Policy and Guidance for Managers in October 2021. As part of our communication plan, and to highlight the Menopause and how we are supporting colleagues, we held a Global Disruption Talk Session in conjunction with Over the Bloody Moon, who have been supporting us. We hope that by starting the conversation on this topic, we are helping to disrupt the norm and break down barriers, removing obstacles and dispelling taboos associated with this topic - the response has been amazing, both internally and externally. Through normalising these conversations, encouraging those who are willing to speak out and giving a platform to support and say 'it's ok', we lead through adversity and by example and others will follow.
This year, we prioritised bringing Pride@Kantar to life in Colombia and other countries in the LatAm region. We ran an incredibly successful Pride Week campaign in June, where we had participation and interaction from more than 200 employees on each of our four days of activity. But Pride isn't just for Pride Month. We organised other impactful LGBTQ+ events throughout the year, including a talk with Sergio Urrego's mother around mental health and LGBTQ+ discrimination, and hosted a virtual 'Uncomfortable Conversation' for Spirit Day. These sessions helped us to meaningfully engage with our colleagues, and this year we will look to turn that awareness into action.
