How P&G Supports Deaf and Hard-of-Hearing Communities to Build a #DisabilityConfident Culture for All

At P&G, true innovation thrives when everyone feels seen, heard and valued. Within our workforce and among the millions of people who use our products, we are working to build an inclusive company that extends to our D/deaf and hard-of-hearing communities. From American Sign Language (ASL) signage, to closed captioning videos, to adaptive technologies used across our offices and manufacturing sites, we’re always looking for solutions that help our D/deaf and hard-of-hearing employees succeed and better serve the unique needs of our consumers.

Creating Workplaces that Work for Everyone

Our commitment to inclusion and accessibility starts within our own walls, where we’re cultivating a Disability Confident workplace that helps every employee bring their full self to work.

For our D/deaf and hard-of-hearing employees, that means building adaptive environments and offering accessible accommodations that are easy for everyone to use. This includes tools and services like signage written in sign language, captioning on training videos and visual alert systems.

In 2024, we opened the IT Accessibility Hub in our Geneva Business Center. This innovative space builds on existing accessibility programs and offers our employes a wide range of adaptive technologies and resources to support diverse needs and abilities. The hub helps ensure that all our employees, including those who are D/deaf or hard-of-hearing, can perform at their best.

Embracing Inclusive Forms of Communication

We want to ensure that communication is never a barrier to participation, collaboration or career growth. That’s why we use a variety of accessible communications tools to help all employees — including those who are D/deaf or hard-of-hearing — learn, communicate and contribute in ways that work best for them.

For many D/deaf and hard-of-hearing employees, sign language is a native language and often requires an interpreter. Thanks to advances in technology, many employees now also use features like live captioning and transcription during both in-person and virtual meetings. And we’re continuing to explore emerging technologies, like glasses with built-in captions and different voice-to-text applications, to expand the range of communications options available to employees. These tools can supplement — or in some cases, replace — the need for an interpreter, enabling seamless collaboration among employees of all abilities.

“For a long time, I needed a sign language interpreter,” shares Scott Van Nice, a Deaf employee in our Global Business Services organization. “I still do in many respects. But P&G has given me and many of my D/deaf and hard-of-hearing colleagues the confidence to be able to perform without an interpreter due to the many accessibility solutions available.”

According to Makee Manzano, a hard-of-hearing Product Manager on P&G’s Asia, Middle East, and Africa Retail Execution & Digital/Data Platforms team, internal tools such as ChatPG — P&G’s generative artificial intelligence (AI) — can be especially helpful when paired with other adaptive technologies to complete tasks like summarizing meeting notes.

Makee and Scott’s experiences highlight the power of a flexible, open-minded approach to communication — one that helps our employees succeed, thrive and best serve our broad range of consumers.

Building a Culture of Belonging

P&G’s Disability Employee Support Groups provide invaluable support, connection and a sense of belonging. Like our other employee-led groups, they offer a safe space for disabled employees and their allies to feel seen and valued while growing their contributions to the business.

"Being part of an employee network is so important, as it allows connections with others, helping us share and learn about different experiences,” says Robersy Delgado, a hard-of-hearing engineer on our Information Security team.

Individual managers and teams also play an important role in giving our D/deaf and hard-of-hearing employees the tools, opportunities and confidence to succeed. Makee says his managers have been empathetic, understanding and trusting — “not viewing me as a hard-of-hearing individual, but rather as someone who can deliver and bring out the best in our organization.” Mentors and team members have also helped ensure Makee is always part of the conversation, able to bring his ideas and skills to the table.

Similarly, Kayley Judd, a Deaf fabric care packaging engineer in our Lima, Ohio plant, who interned with P&G for two summers before being hired full time, shares how her team’s support has helped her thrive in a unique manufacturing environment.

When our employees feel supported to bring their full selves to work, we unlock unique insights and perspectives that spark innovation and help our brands better reach and serve all our consumers. From creating products and packaging that are easy and intuitive for everyone to use, to ensuring people can both access and feel authentically represented in our advertising, fostering a culture of Disability Confidence enables us to deliver superior solutions that improve everyday life for all, including those who are D/deaf or hard-of-hearing.

Learn more about P&G's efforts to create a Disability Confident culture by visiting our People with Disabilities website.