Speak Up, Reach Out: How P&G is Empowering Employees to Advocate for Their Wellbeing

Wouldn’t it be great if wellbeing was a one-time task you could simply check off your to-do list? Or if there was a step-by-step guide to wellbeing that worked for everyone?

Unfortunately, wellbeing is not a single choice or a fixed destination. It is a deeply personal journey that evolves over time. That’s why P&G offers a holistic approach to wellbeing that meets employees where they are and supports them throughout all of life’s stages. The goal is to create an environment where employees feel comfortable speaking up about mental wellbeing and are empowered to reach out for help.

Creating Safe Spaces to Ask for Help

As a mother of three and Senior Vice President of Fabric & Home Care for Latin America, Ana Cristina Restrepo has navigated many challenges balancing family life and career growth in her 22 years with P&G. Early in her career, she struggled when returning to work after her first child was born, trying hard to prove herself. But a conversation with her manager changed her perspective.

“He said, ‘You’re putting a lot of pressure on yourself, but it’s totally unnecessary. P&G is a marathon, not a sprint,’” recalled Restrepo.

Her manager offered flexibility and helped her understand that her needs would change as her children grew. He created a safe space for Restrepo to ask for what she needed. “That was a make it or break it conversation for me. It just changed the way I did things forever,” she said.

Restrepo put that lesson into practice after her second child was born, asking for a hybrid work arrangement to help manage the anxiety she had being away from her children. “The support system from the Company and the leaders has been so helpful in the moments where it’s felt really hard,” she said.

Because Restrepo has benefited from the support of strong leaders, she is vocal about supporting her team’s needs.

“Creating an atmosphere where people can really say what they think and what they need is critical,” she said. “If we are not intentional about being open, then we’re not going to be able to help people succeed in their careers and their personal lives.”

Learning to Speak Up and Reach Out

Kimberly Eberwine, Senior Director, Canada and Global Beauty Care Legal, brought a passion for wellbeing advocacy to P&G based on a lesson she learned early in her career.

While working at a previous employer, Eberwine underwent a medical procedure during a challenging time at work. Instead of going on bed rest after the procedure as prescribed, Eberwine continued to work very long days the following week. She not only compromised her health, but the procedure was ultimately unsuccessful.

While Eberwine had initially communicated her situation to her boss, she hadn’t communicated effectively with the team on the project. “I didn't tell people what I needed, and then I didn't seek advocates who could help stand up and hold that line for me. The big lesson that I carry with me from that is where I see a need and an opportunity, I try to stand as that advocate,” she said.

In her 15 years with P&G, Eberwine has seen the Company become increasingly receptive to talking about what employees need to be well. For her, a combination of flexibility at work and meetings with her manager have helped manage workload expectations and prevent burnout. She also takes advantage of weekly therapy sessions.

“There is no one right way to do things. It's completely individualized. The trick is to find what works for you at any given moment,” she said.

Eberwine is working to make wellbeing resources more accessible to others at P&G. She previously led the wellbeing program for P&G’s Global Legal and Government Relations organization and is integrating wellbeing content into leadership development programs. She encourages everyone to find an advocate.

“The way to get people to talk about wellbeing is to de-stigmatize it, make it part of the daily vernacular and give them the resources so they can actually manage things for themselves,” she said.

Becoming an Advocate for Others

James Betteridge, Research Specialist — Ivorydale Technical Society, is one of those advocates within P&G. Betteridge is trained as a Mental Health First Aider, a team of supporters available to assist co-workers in distress.

“As an individual living with the invisible challenges of anxiety and depression, I want to assure others facing similar difficulties they are not alone and that support is readily available,” said Betteridge.

In addition to assisting employees when they are in distress, Betteridge co-facilitates a global employee mental wellness support group with around 400 members and co-edits a monthly mental health newsletter for P&G.

“My advice to anyone who may be feeling anxious or depressed is to speak up early. Talk to your manager, a trusted friend, one of the Mental Health First Aiders, Employee Assistance Program or your healthcare provider so that the right help can be tailored to you,” he said.

Cultivating Wellbeing Through Practice

Tatiana Alpizar, Senior Manager in the Costa Rica Service Center, says P&G helped her embrace personal wellbeing tools before she even knew she needed them.

Prior to the pandemic, Alpizar took advantage of P&G training courses that helped her focus on her physical and emotional wellbeing and make practical lifestyle changes. When the pandemic started, Alpizar found herself in a challenging new leadership role, managing a team three times the size of her previous team. The tools she learned — focusing on eating right, movement, mindfulness and gratitude — enabled her to manage her stress and lead her team through uncertainty.

“It is important to remember that we are not just our mind. We have our mind, our body and our spirit, and we need to cultivate all three of them,” she said.

Now in a new role, Alpizar says meetings with her manager help her prioritize her work and know when to ask for help when things get overwhelming. She is also sharing what she has learned with other employees by introducing them to internal initiatives that help people build emotional awareness and resilience. “I’m trying to bring to the site different spaces where people can just play or have fun or learn something, but learn and practice, not just receive a full training,” she said.

With the help of managers and a robust suite of benefits, P&G team members are maintaining wellbeing and finding the mental health support and resources they need, when they need them the most.

Prioritizing wellbeing isn’t always easy. Taking time to focus on yourself is difficult when the demands of home and work are constant. And how do you know when you’re just overwhelmed or when you may have a more serious mental health issue?

At P&G, a variety of resources such as Employee Assistance Programs (EAP), paid time off (PTO), flexible work arrangements and sabbaticals support employee mental wellbeing.

Three of our colleagues — all experiencing different circumstances — share how the Company’s benefits and supportive culture championed their wellbeing at critical times in their lives so they could be at their best for their families and the Company.

Advocating for the Wellbeing of Others

Marek’s interest in mental wellbeing is rooted in his family’s background in medicine and psychiatry, as well as his own experience with mental health issues. But it wasn’t until he witnessed his team members’ struggles with mental health that his passion for the topic turned to advocacy.

As a manager of others, Marek, has seen his team members’ wellbeing suffer in different ways. In one instance, an employee with deteriorating performance was struggling with an undiagnosed mental health condition.

He talked to the employee and suggested they take some time off to see a doctor. He shared P&G’s mental wellbeing resources, which include an on-site doctor, access to outside psychiatric professionals and EAP. The employee was diagnosed and took time off to get the help they needed.

The experience underscores the vital role managers play in helping others. “It’s not enough to just create trust. It’s also guiding people and helping them read the signs they may have,” said Marek.

LEARN MORE: Cultivating a Culture of Wellbeing at P&G

Finding Support and Psychological Safety

When Yuvakshi graduated from college in India in 2021, she landed her “dream job” with P&G. An IT engineer with a Master’s degree in Supply Chain Management, she became the first female line leader of her department at one of the India grooming sites, managing about 50 people.

But as a new hire in the male-dominated manufacturing environment — without the direct manufacturing experience of those she led — she struggled.

“I felt a lot of pressure,” she said. “I felt bogged down with stress, and it was a very challenging.”

Over the coming months, the negativity spiraled out of control in her personal and professional life. Her manager expressed disappointment in her performance, and she thought about leaving the Company.

“I couldn’t sleep or eat well,” she said. “I didn’t tell my parents or boss what was happening. I was afraid to talk about how I was feeling for fear of judgment.”

Yuvakshi sought counseling through the Company’s Employee Assistance Program.

“I thought I should try therapy, and that helped a lot,” she said.

At the same time, she started opening up about her challenges with her colleagues over a daily cup of coffee and informal connects. She was surprised to find out she wasn’t alone.

One senior leader in particular offered his help and guidance, creating psychological safety and helping her grow as a leader. With her newfound support system and the counseling, Yuvakshi came out of the negative spirals and found a new of sense of belonging, ultimately becoming an effective line leader and earning a promotion to Operations Leader.

Yuvakshi also became a trained Mental Health First Aider to help others who are struggling the way she did. She now talks openly about her vulnerabilities and shares her story to reduce the stigma around mental wellbeing.

“I really love the Company,” she said. “Because I have gone through challenges, now I always try to help new hires. If I had talked about it sooner, I wouldn’t have gone through it alone.”

LEARN MORE: P&G India Launches ‘Lead with Care’ Program

Finding Resources and Flexibility When You Need Them Most

Thibaud, a Global Purchasing Director, didn’t know he needed support until he found himself in the middle of a mental health crisis with a relative. “I simply called my management and told them what was happening. They said, ‘Go. There is nothing else you have to do. Be there for your family.’”

That call was the beginning of a journey for Thibaud and his family, one with many ups and downs. Thibaud’s manager encouraged him to take all the time he needed, but working provided him with a sense of normalcy and purpose. P&G’s flexible working arrangements allowed him to be present for his family, while also maintaining his own wellbeing.

“My management has just been completely fantastic,” Thibaud said. “The flexibility the Company allows, where you can work and adapt to your life stage is a fabulous support. I could not have asked for much more.”

Through this difficult time, Thibaud has learned that things like having an exercise routine in place and having a strong relationship with his wife have been critical to his own mental health. He equates it to the airplane analogy,

“You have to put the mask on yourself before helping anyone else. Treat yourself well because if you want to help others, you need to be ok first.”

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