Kantar – ERGs Driving Culture, Connection and Change

ERGs at the Centre 

Kantar has seven global Employee Resource Groups: Accessibility (supporting disabilities), CREW (culture, race and ethnicity), No Limits (age inclusion), Parents & Carers, Pride, Women at Kantar and now SEEK (Socio-Economic Equality at Kantar) which was launched in June 2025.Open to all employees, allyship and intersectionality are actively encouraged, making inclusion everyone’s responsibility at Kantar. “Our ERGs serve as an extension of our internal Inclusion & Diversity team and help bring our strategy to life,” says Leigh Kelly Andrews. 

“They connect and amplify the importance of welcoming authenticity and all aspects of our colleagues’ identity at work.”

Leigh Kelly Andrews – Kantar

Each ERG has two global Co-Leads who are appointed as a recognised career development opportunity. Core committees support delivery across areas such as communications and events, while regional representatives ensure initiatives resonate locally. Executive sponsors and a dedicated Inclusion & Diversity support within HR provide structure, visibility and accountability, supported by a formal ERG Leads Playbook outlining governance, budgets and processes.

Catalysts for Change

Kantar’s ERGs are increasingly collaborative, Leigh explains. “Our seven employee resource groups thrive when thinking collaboratively and hosting intersectional events with our other ERGs, as well as partnering with ERGs and BRGs from other tech-forward companies.” 

Powerful examples of this include a fireside chat to kick off enERGise Week with John Amaechi OBE. The session brought together Pride, Women at Kantar, Parents & Carers and No Limits to explore generational divides, men’s mental health, social media and the pressures facing young people today. The event achieved Kantar’s highest-ever ERG attendance and received unanimous five-star feedback. “As understanding people is at the heart of what we do as a business, that understanding has to start from within,” Leigh reflects. “Tracking what matters to our colleagues in shifting social climates makes these conversations not just relevant, but essential.”

Measuring What Matters

Success for Kantar’s ERGs is measured through both quantitative and qualitative indicators. Membership growth, session attendance and visibility are tracked alongside anonymous feedback collected after every ERG and Inclusion & Diversity session. Ideas raised are actively reviewed and implemented, building trust and encouraging continuous improvement.

ERG impact is also reflected in Kantar’s annual Engagement Survey, which includes four inclusion-focused questions. In 2024, 86% of colleagues reported they could be their authentic selves at work, while 88% felt their teams valued diverse perspectives. These scores have improved year-on-year across gender, age and scale. South Africa, New Zealand, and Taiwan delivered standout results, with high scores on inclusion and diversity questions. “Our ERGs place belonging at the heart of their annual strategies,” says Leigh. “That intentional focus is showing up in engagement, retention and how people experience Kantar, day to day.

Increased Awareness and Investment

Last year, Kantar’s ERGs focused on internal impact and support to ensure colleagues know who is who and how to reach out if support is needed. The move strengthened awareness, reach and accessibility. “If anything, there’s better awareness that we have ERGs as part of our I&D DNA and what they stand for, how to join and how to ask for help if needed”, says Leigh. 

Alongside increased awareness, Kantar’s ERGs have more collaboration opportunities across the business, supporting client-facing teams working on projects that align with their purpose. “Our ERGs are also seen as a key part of driving our internal culture as well as external employer brand”, Leigh notes. ERGs are now working more closely than ever with Kantar’s People Team, enabling them to influence important topics such as employee wellbeing. “This means our sessions are less siloed and ‘101 style’, going into deeper topics that really matter to our colleagues”, she adds.

Innovation, Policy and Business Impact

Kantar’s ERGs play a direct role in shaping People and Culture strategy. The Parents & Carers ERG, for example, consulted on updated Life Leave and Parental Leave policies, ensuring inclusive language and equitable support for all caregivers. “Life Leave allows employees to take time off for significant personal moments, whether joyful or challenging, without needing to categorise the time as sick or annual leave. And our enhanced Parental Leave policies also support all caregivers, regardless of gender or family structure, with inclusive language and equitable time off”, Leigh explains.

ERGs also influence client-facing innovation, embedding lived experience into Kantar’s products and services. A powerful example of this is Kantar’s Brand Inclusion Index, shaped by over 100 colleagues across the world. This award-winning tool helps clients to benchmark and improve how they market to diverse audiences globally. ERG members also consult on client projects, support diverse suppliers and collaborate with leading brands on community projects. Two stand-out examples include the Community Tech Aid project UK, in partnership with Microsoft and Kyndryl, which provides refurbished devices to underserved communities and a period poverty campaign at schools in India, also with Kyndryl.

Spotlight on Pride

Among Kantar’s ERGs, Pride stands out for its sustained, global impact. For six years, the Pride ERG has partnered with DIVA Magazine to produce the Global DIVA Report – an annual deep-dive into the lived experiences of LGBTQIA+ women and non-binary people across the UK, US, India and South Africa. The 2025 report focused on Rainbow Parenting, an often-overlooked intersection, while the 2026 edition, launching in April for Lesbian Visibility Week UK, sees the addition of Germany as a market and covers access to health and mental health concerns among this community. Despite being entirely volunteer-led and delivered alongside full-time day jobs, the Pride team expanded the sample size, integrated multiple Kantar data sources and produced industry-first insights that inform conversations worldwide. “There’s something special about this project team,” Leigh notes. “They work across continents, support each other through emotionally heavy material, and produce work that is rich, actionable and deeply human.”

The report generated global media coverage, a high-engagement Pride Month webinar and strong internal resonance. One colleague shared: “Our ERGs like Pride have made me love working for Kantar so much more. They’ve given me information I wish everyone else knew.”

Inclusion as Practice

Ensuring Kantar’s ERGs remain truly inclusive is an ongoing commitment. Colleagues are encouraged to join ERGs as allies and global initiatives are continuously adapted through regional feedback. “Inclusion isn’t static,” says Leigh. “It’s built through listening, learning and being willing to adapt.” Looking to the future, Kantar’s ERGs are clearly set up for sustainability. Current ERG leads will transition into alumni roles in 2026, supporting the onboarding of a new cohort and ensuring continuity while welcoming fresh perspectives. 

“At Kantar, our ERGs bring our inclusion strategy to life,” Leigh concludes. “They create space for connection, learning and courage – and that’s how meaningful culture change really happens.”

Leigh Kelly Andrews – Kantar

www.kantar.com

At Radius, we’re proud to work with the world’s most inclusive employers – organisations that put people first and are committed to building workspaces where everyone belongs.

Our 2026 Radius Global ERG Impact Report offers strong evidence that ERGs are continuing to deliver impact at scale – driving change, strengthening inclusion and belonging developing talent and skills and supporting workplace resilience and wellbeing.

Download the full report HERE.