Internal opportunity areas
A key focus for Kantar is to be the 'Best at Getting Better' and continually improving in all areas of our business. Although our data and our stories tell us that we are moving in the right direction, we recognise that we are on a journey to become a truly diverse, equitable and inclusive organisation, and we still have a long way to go.
Moving forward in 2022 and beyond, our I&D principles will be to:
We will do this by focusing on six key internal opportunity areas:
As we move towards building a longer-term I&D strategy, we understand that solving all of the opportunity areas listed above will not happen in one year. However, we will intentionally be making progress in these areas throughout 2022. Read on to learn more about a couple of these opportunity areas in more detail.
Making our policies more inclusive
In 2022, we will be launching our first Global Inclusion & Diversity Policy, which we will share both internally and externally. Our Global Inclusion & Diversity Policy outlines our commitments to I&D, the steps we are taking as a business to be diverse, equitable and inclusive, actions our employees can take to foster inclusion, and how our employees can raise any concerns.
We recognise that a Global I&D Policy alone is not enough to truly be there for our employees in the moments that matter. That’s why, this year, we will be conducting a key policy review with a diversity, equity and inclusion lens – understanding how our key policies can be improved, such as our family and caregiver policies, and where we may need to implement new policies to support all of our people.
Encouraging employees to disclose their diversity data
Diversity data helps us understand who works in our business, whether we are representative and at what levels through our organisation. This data can expose barriers that exist for different groups and at what stages in their career. Through this we can remove barriers, track progress of representation and make other inclusivity and diversity interventions in a meaningful way over time. Internal workforce data also helps keep us accountable by benchmarking us against other external organisations and census data.
In 2022, we will build on the success of our pilot North America #BeCounted campaign which was launched in 2021 to encourage employees to disclose their race and ethnicity data. Before the campaign North America had less than 30% of employees share their ethnicity data which increased to 92% after. We will expand this programme to Kantar countries with our biggest employee footprint, to learn more about our who our people are, ensuring they are ‘counted’ and that we are driving positive change in the most effective way.
We will review many of our internal practices and leverage the support of our internal Inclusion & Diversity champions to assess when we can ‘nudge’ employees to disclose their data, such as through our new hire onboarding process. We also recognise that we need to provide growing opportunities for our employees to self-identify.
Finally, we are committed to improving the transparency of our data, both internally and externally. We will begin to share more of our global data for gender and our ethnicity data in the UK and US. This approach will ensure we demonstrate progress against our commitments. This is just the start; our ambition is to use our data expertise to provide intersectional analysis around other dimensions of diversity, such as sexual orientation.
