We aspire to create a company where equality and inclusion are achievable for all, creating value and driving growth for our employees, through our brands, with our partners and in communities. Simply put, equality and inclusion is good for business – broadening our market reach and driving market growth. This is enabled by our efforts to attract, develop, and retain the best employees from the broadest pool of talent available to best serve an increasingly diverse set of consumers.
P&G employees are unique and united in creating a workplace where everyone feels included.
“We are committed to honoring the individuality and unique contributions of our people, and ensuring that every single employee shows up to work as their whole, authentic self and feels safe doing so.
We believe this makes P&G not only a great place to work, but also a stronger company because it is through diversity of thinking that we become more in touch with the consumers we serve. To holistically serve consumers in ways that matter and resonate with them, we need to create the kind of diverse and inclusive culture that has proven, time and again, to give life to the best thoughts and ideas.”
CREATING A CULTURE OF INCLUSION IN OUR WORKPLACE
Our company is built on serving consumers and improving their lives with superior performing products, in the most responsible way consistent with our Values and Principles. Our ability to do this most effectively is enabled by harnessing the unique lived experiences and perspectives of over 100,000 employees around the world, reflecting the diversity of the billions of people we serve every day. Our unique differences spark innovation and creativity, inspire our careers and our culture, and help our company and our people to grow.
We strive for diversity in the broadest sense of the word, employing individuals with different backgrounds, skills, experiences, and capabilities.
Our Aspiration to Create a Globally Diverse and Inclusive Workforce
EMPLOYEES
African Ancestry12%
Asian Pacific6%
Hispanic / Latinx9%
White68%
RACE & ETHNICITY
2023
30%
MULTICULTURAL
U.S Total
Women41%
Men59%
GENDER
2023
41% WOMEN 59% MEN Global Total
BOARD OF DIRECTORS
African Ancestry13%
Asian Pacific13%
Hispanic / Latinx7%
White67%
RACE AND ETHNICITY
2023
33%
MULTICULTURAL
U.S Total
Women47%
Men53%
GENDER
2023
47% WOMEN 53% MEN GLOBAL Total
Board data as of December 12, 2023
P&G is committed to improving equality and inclusion for all in our workforce and we comply with applicable laws as we strive for that improvement.
Broader representation strengthens our innovation and helps us better serve our increasingly diverse consumers around the world. Over the past decade, we have continued our progress to help us serve consumers even better and reached a milestone on our gender equality journey — 50% women managers globally.
Neurodiversity Confidence Grows at P&G
At P&G, neurodivergent talent can grow their careers with confidence, enabled by our inclusive hiring practices, continuously-refined accessibility accommodation practices and a culture where every employee can bring their authentic selves and skills to work. For example, we have strategies to ensure inclusion of colleagues with autism as we source much-needed STEM talent while furthering the company’s aspiration of increasing diversity in our workforce. P&G now has neurodiverse talent working in Costa Rica, Cincinnati, Poland, the U.K. and Singapore. Our support programs for employees cover key areas including recruiting, onboarding, retention, career advancement and a neurodivergent employee support group.
P&G Asia Pacific, Middle East, and Africa Region Hosts #WeSeeEqual Summit
Held in partnership with the United Nations Foundation, the annual #WeSeeEqual summit focused on emerging trends and insights for both employees and consumers. The event covered diversity in leadership styles and perspectives to foster innovation and creativity, and how we can deepen our culture of belonging to serve consumers and communities even better. The summit also highlighted mental wellness as an integral part of advancing equality and inclusion for all employees.
INCLUSIVELY SERVING CONSUMERS WITH SUPERIOR BRAND EXPERIENCES
At P&G, we are united in building our trusted and superior performing brands to serve billions of consumers around the globe in an inclusive way. Every day we strive to understand their unique needs so we can provide a superior brand experience for all.
Accessible Advertising Helps Reach More People
Across Europe today, 30 million adults are living with visual impairments.5 Our research shows that 75% of people with hearing or sight loss would like companies to be more proactive in making their advertising accessible to all - yet estimates show that less than 10% of advertisements currently are.6
We are aiming to increase accessibility standards across our brand portfolios, and are working with our partners to embed accessibility into creative strategies and make content accessible and inspiring to all consumers. When creative design does not allow for embedded accessibility, we include audio description tracks to enable visually-impaired consumers to understand by listening and enabling captioning so information can be accessed by people with hearing impairments.
Change on this scale takes time and we are on a journey using the tools already available and a commitment to drive progress. In Portugal, we have started to introduce accessible ads and now have 90%+ of our ads with captions. Overall in Iberia, we assess that 60%+ of our advertising is accessible — either with captions, audio description or via an accessible website. The U.K.,, Spain and France are continuing to lead with audio description and closed captioning.
5 World Health Organization and European Blind Union
6 Radius Study, January 2023, U.K., France, Germany
P&G Brands are Driving Positive Representation – In Front of and Behind the Camera
Advertising shapes how people see the world and see themselves, and connects consumers to our brands. The images we show and the words we use matter. That’s why we are focused on assessing our communication in terms of on-screen representation of all consumers, inclusive of gender, ethnicity, ability, sexual orientation and more – to ensure we truly reflect the people our brands are serving.
To create accurate, real and authentic portrayals, we focus on increasing the diversity and experiences of those who are behind the camera. Several initiatives have been critical to this transformation, such as external partnerships and projects to help build the pipeline of directors with collaborators such as FREE THE WORK.
We launched Widen the Screen as an expansive content creation, talent development and partnership platform that enables increased inclusion of multicultural creators across the advertising, film and media industry. It also expands the multiculturally-owned-and-targeted media ecosystem, starting with Black creators and program development, along with Black-owned-and-targeted media companies.
The Queen Collective – a signature effort in partnership with Queen Latifah and Flavor Unit Entertainment – is building the pipeline of Black and Brown women directors and their crews. Along with Queen Latifah, Flavor Unit and many more partners, we’ve developed programs with dozens of diverse creators and their crews over the past four seasons – and more are on the way.
These programs support our efforts to effectively serve all consumers.
Continuing P&G’s Support for LGBTQ+ Consumers and Partners
Year-round, we support the LGBTQ+ community globally through our evolving internal policies, accurate and authentic representation of LGBTQ+ experiences in the work of our brands, and our partnerships with organizations that have a long history of providing critical services to the LGBTQ+ community.
Over 30 years ago, P&G was among the first Fortune 500 companies to include sexual orientation in our diversity statement. Today, we continue to refine our policies because supporting every employee and creating a welcoming workplace is part of our culture of belonging.
During Sydney World Pride 2023, P&G Australia joined the Sydney Gay and Lesbian Mardi Gras, Minus18 and Rainbow Families, retailers, and media partners in supporting the LGBTQ+ community. P&G employees and brands including Fairy, Gillette, Olay, Oral-B, Pantene and VÖOST joined our parade float and P&G also provided donations from sales in major local retail partners to Minus18, a LGBTQ+ charity, providing anti-bullying resource kits to reach students across Australia.
2023 also marked the fourth year of Can’t Cancel Pride, a Pride season event in partnership with iHeartMedia that delivers a message of hope to millions each year and showcases the unifying power of music and art. Hosted by JoJo Siwa, this year’s show featured performances and appearances from Brandi Carlile, Adam Lambert, Big Freedia, Ciara, Billy Porter, Hayley Kiyoko, Kesha and more.
An estimated 20 million viewers tuned in for the 2023 edition and to date more than $14 million dollars has been raised for a diverse collection of beneficiary partners, including CenterLink, GLAAD, The National Black Justice Coalition, Outright International, SAGE and The Trevor Project. Can’t Cancel Pride continues to unite the LGBTQ+ community by celebrating visibility and inclusivity for all.
Achieving More Equality at Home
While communicating the superior performance of our products for all consumers, P&G brands are driving important conversations about equality and inclusivity. These conversations help inspire consumers to make a difference in their communities. Here are some award-winning, business-driving examples that reinforce the important link between growth and good.
Ariel Encourages Sharing the Load
In 2015, our Ariel brand set out to change the common belief in India that household chores were solely a woman's responsibility. The #ShareTheLoad campaign addresses the unequal expectations placed on men and women starting from a young age, by asking pertinent questions that make people think, reflect and act. After seven years of the campaign, this social norm has significantly shifted and in the spirit of keeping this conversation going about equality within households, Ariel launched its latest edition with the film “See the Signs & #ShareTheLoad” spotlighting the long-term impact of unequal distribution of chores.
Dawn & Swiffer Support Closing the Chore Gap
When research revealed that in 65% of U.S. households, the responsibility for most chores still falls on one person, P&G Home Care brands Dawn and Swiffer came together to create films, curriculum and content that helps everyone get involved in closing the chore gap that exists in many homes.
In partnership with Reese Witherspoon’s Hello Sunshine and The New York best-selling author Eve Rodsky’s Fair Play, Dawn and Swiffer introduced Home Eq[uity], an educational initiative that reimagines the traditional home economics curriculum and complements decades of work by family and consumer sciences experts on how to cultivate strong families and communities – because more equity at home can create more equity in the world.
COLLABORATING WITH OUR PARTNERS TO ADVANCE E&I TOGETHER
We leverage our unique strengths and unite with others to make even more progress in creating access and opportunity for all. When we do so, communities are healthier, economies grow, and more businesses thrive to the benefit of everyone.
Getting Students to and through College
Since the mid-1940s, P&G has partnered with the United Negro College Fund (UNCF) to support young people from underrepresented groups to become highly qualified college graduates. Our work together provides a critical pipeline of talent needed to drive innovation that reflects and serves P&G’s diverse consumer base. In addition, our longstanding relationship has enabled brands such as Tampax, Olay and My Black is Beautiful to build more consumer-focused programs in collaboration with our retail partners with whom we serve this community of consumers. UNCF programs help address the disparities in education for Black and Brown communities through general education and STEM-focused scholarships, emergency student aid, and higher education and job aid resources.
Advancing Indigenous Representation and Inclusion at P&G Canada and Supporting Indigenous Communities
In 2021, P&G Canada set aspirations around Indigenous representation, chartered an Indigenous Professional Network and stepped up to support Indigenous communities. We supported Indspire and their Building Brighter Futures program that provides financial assistance to Indigenous students and connects those students with employers.
We also partnered with Wahkohtowin Development Guardian Program to support natural resources experiences and education for Indigenous youth in Canada through an expanded land-based experiential learning curriculum designed to connect people further to their environment, language and culture. In recognition of National Day for Truth and Reconciliation on September 30, 2022, a permanent land acknowledgement plaque was installed at our Canadian head office in Toronto.
As a result of our commitments and efforts, P&G Canada received the Employer of Choice certification by Indigenous Works. However, this is not the end of our journey; as an organization, we are continuing to learn, reflect and act.
Spotlight on P&G India: Advancing Equality and Inclusion in STEM Fields
Research indicates that over 40% of graduates in Science, Technology, Engineering and Mathematics (STEM) in India are women, one of the highest rates in the world, yet men continue to outnumber women in STEM fields, particularly at higher levels of the professions. P&G India is committed to advancing gender equality in STEM to bring more talent into these fields and create a diverse pool of innovators we can hire from and work with to help us find new and better ways to serve our consumers.
Their efforts include:
Working with Save the Children to create specialized STEM labs that equipped girls with the necessary tools to implement hands-on, project-based learning of key STEM concepts.
Providing financial aid and mentorship to girls to pursue technical and vocational courses focused on mechanical, electrical, computer and supply chain courses through the Shiksha Betiyan (Hindi for Girls Education) Scholarship Program.
Creating Project Saksham (Hindi for Able and Empowered) in collaboration with key government authorities where flexible operating strategies at our Goa plant enabled women to work shifts that better accommodated their personal schedules. The project received the 2023 Gartner “Power of The Profession” Supply Chain Award in the People Breakthrough of The Year category.
Driving Women-Owned and Women-Led Businesses
Through our Women’s Economic Empowerment program, we’re working with organizations like WEConnect International, Women’s Business Enterprise National Council (WBENC) and others to build capability and enable women to participate in P&G’s value chain. In Egypt, we partnered with UN Women to equip entrepreneurs in rural and urban areas with the skills and support to integrate into our supply chain.
Nora is a graduate of the Stimulating Equal Opportunities for Women Entrepreneurs program and a successful business owner. She’s leading the way in her community, inspiring young women to believe they can break barriers and build their own businesses. More than 500 women in Egypt attended the program and learned business basics, financials and e-commerce. They are on their way to becoming entrepreneurs and making a living, uplifting their families and their wellbeing.
EXPLORE THE REPORT
Learn more about our Citizenship areas and read the top stories from the past year.
The information in this report covers the period of July 1, 2022 to June 30, 2023, unless noted otherwise. References to “fiscal year,” “FY,” or “2023” in this report refer to P&G’s 2022/2023 fiscal year, which covers the time period of July 1, 2022 to June 30, 2023.
FORWARD-LOOKING STATEMENTS Certain statements in this report, including statements relating to our environmental sustainability, equality and inclusion, and other ESG targets, estimates, projections, goals, commitments, and expected results, and the assumptions upon which those statements are based, are “forward-looking statements” within the meaning of the Private Securities Litigation Reform Act of 1995, Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934 and are generally identified by the words “believe,” “expect,” “anticipate,” “intend,” “opportunity,” “plan,” “project,” “will,” “should,” “could,” “would,” “likely” and similar expressions. Forward-looking statements are based on current assumptions that are subject to risks and uncertainties that may cause actual results to differ materially from the forward-looking statements, including the risks and uncertainties discussed in Item 1A — Risk Factors of the Form 10-K included in our 2023 Annual Report and in our most recent 10-Q and 8-K reports. Such forward-looking statements speak only as of the date they are made, and we undertake no obligation to update or revise publicly any forward-looking statements, except as required by law.
