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Our research at Nielsen shows that globally LGBTQ+ people felt the best way to improve inclusion in the media was to avoid stereotyping and tropes. That means that marketers have to get to know the community they’re trying to reach. You can’t do that one time a year. You can’t do that by speaking to just one segment of a population. Keep it intersectional, informed by the community and closely tied to what matters to them.

As a data strategist my job is to understand how people perceive and relate to brands and culture. As a member of the queer community, annually I find myself as both advertiser and target audience during Pride.

Around the world, Pride is celebrated in June to empower and amplify the LGBTQI+ community through parades, parties, protests, and marches, deriving from the Stonewall Riots in NYC. Cut to fifty-plus Prides later, we are seeing more companies showing their support for the LGBTQI+ community by incorporating Pride colors into their products, rainbow logos on social media, and sponsoring Pride events, jumping on the rainbow train, so to speak. 

Synopsis: America is facing a crisis: women unemployment. Companies must find ways to support women and address the barriers surrounding their departure. 

BEN is a data driven company, and data points are our currency. To that end, we in HR are committed to performing regular audits, compiling data, and presenting results to executive leadership, including the CEO.  These audits keep us honest, limit assumption-based decision making, and help us achieve our continual goal of gender equality and representation.

Few sporting events excite an audience, quite like the Super Bowl. Consistently ranked amongst the most-watched games worldwide, 2021’s Super Bowl LV drew an audience of over 91 million viewers.