Explore Our Stories

Oral-B established a partnership with the International Association of Disability and Oral Health (iADH) as part of the brand’s drive to make oral care more inclusive, accessible and positive for people with disabilities, their caregivers and everyone in between.

The “Positive Practices” training program is designed to train and educate dental practices on how to become more confident and inclusive when it comes to their patients.

P&G Australia have been a proud sponsor of Sydney Gay and Lesbian Mardi Gras since 2021 and is extending support to include Sydney World Pride 2023.

As a leading global advertiser, P&G brands are committed to accurately portraying the LGBTQIA+ community through our advertising. In partnership with Sydney Gay and Lesbian Mardi Gras, in March 2022, Pantene, Fairy, Oral-B, Gillette, and Olay co-produced content to raise awareness about the diverse issues faced by different members of the LGBTQIA+ community and to drive a call for action from the broader community to Lead With Love.

As a part of our ongoing commitment, the team worked with a local LGBTQIA+ youth charity, Minus18, and activated our first-ever in-store execution, partnering with Woolworths and Chemist Warehouse to raise awareness and break down bias for LGBTQIA+ youth. This activation enabled resource kits to reach LGBTQIA+ youth and support the bordered Australian community by providing free access to anti-bullying resources on Minus18's website.

Throughout May, P&G's Asian Pacific American Network (APA), joined together with others, including the Asian American Cultural Association of Cincinnati (AACAC), to celebrate Asian Pacific American Heritage Month and highlight community events throughout the region.

P&G supported AACAC and local artist Anissa Pulcheon to create a semi-permanent mural in Over-the-Rhine. Saigon Market, Cincinnati's oldest surviving Asian market, was the perfect location for Anissa's mural, "Food is Our Love Language." The mural encourages cultural exploration and connection while depicting and celebrating Asian-American's joy and resilience, especially during a year when there was a significant rise in Asian discrimination and hate crimes.

P&G also sponsored the Asian food festival in partnership with the APA affinity group to encourage the broader community to explore and discover Asian fare from Asian restaurants across the city. The two-day event was packed with entertainment, programming, and space for P&G to activate multiple onsite locations including a dedicated employee space and sampling space for the community.

When women progress, the world progresses, and as a founding contributor to the Women’s Economic Future Fund, we continued our commitment by increasing our cumulative donation to the U.S. by $1 million. Created by Seneca Women and Rockefeller Philanthropy Advisors, the fund is designed to support 10 women-led nonprofits that are providing economic, health and education assistance to women around the world. Learn more here.

Women and girls make up the majority of the 1.4 billion people living in extreme poverty. To help end poverty, we supported CARE^®’s #ImEveryWoman campaign, which unites female leaders in the gender equality movement with a modern rendition of the iconic women’s anthem, “I’m Every Woman.” We continue our strategic partnership with CARE that focuses on removing barriers to education and economic opportunities for women and girls, as well as improving access to clean drinking water and proper hygiene.

Building on the TIME 100 Women of the Year Project from International Women’s Day 2020, we co-presented the Voices of the Future Women’s Summit with TIME on Splash. Together, we celebrated the many contributions and achievements of women from around the world and convened leaders, activists, and celebrities to discuss the continued movements for women’s rights, equality and justice.

Inside P&G, we hosted our annual #WeSeeEqual Forum virtually. The event featured a diverse array of artists, activists and P&G leaders, as we continue our efforts to tackle gender bias and accelerate progress toward a more equal world.

The 4R Framework was created by P&G Beauty as a guide and assessment tool to help our brands achieve Reach, Representation, Relevance and Resonance with diverse consumers. This stemmed from the realization that every brand needed to take on a learning journey to assess how they were connecting with consumers of color. As the capability was built internally, P&G Beauty saw the opportunity to share the framework externally with any brand or company who was interested to learn more. This mindset ensured that the collective industry continues learning and creating plans that authentically build more inclusive communication and brands. The 4R framework ensures the products and communications are built on a deep understanding of the consumer, as well as resonating more deeply by taking sustained action to drive wider cultural or social change.

As part of the “Leading with Love” series we created in partnership with Katie Couric Media, our second video shared the story of Emily, a loving mother of four who leads the Shenandoah Valley LGBTQ Center, an organization that provides much needed services to the LGBTQ+ community in the Staunton, Virginia area. Emily helps those struggling with their sexual orientation or identity find a place to belong and is always there to offer a hug when needed.

Thrust into the role in 2018 with no nonprofit or LGBTQ center experience, Emily plunged in and found that it was the dream job she never knew she wanted. At the time she took over leading the center, two of her four children had come out, and she knew there was a need for the type of resources this center provided. Check out her story here.

"When my daughter was born last February, I took the statutory two-week paternity leave. Whilst it was incredible to be able to spend time with my family in those early days, any parent will know that those first two weeks are unlike anything else. Having the opportunity to take an additional six-week period of leave from work once my​ daughter was a bit older was awesome, and the business couldn’t have been more flexible — they even allowed me to change the timings of my leave so that I was able to take it when coronavirus restrictions had eased, meaning that my wife and I were able to go and spend time with our families and properly introduce our daughter to them. The impact of my paternity leave has extended far beyond my relationship with my family. Personally, it’s helped me to create a strong bond with my daughter in a way which I believe could only have been done through taking an extended period of time away from work. Career-wise, it’s had a huge impact, too. I’ve been in my role for five years now, and I felt quite nervous at the prospect of taking six weeks off and leaving my team to pick up extra work in my absence. But honestly, I think it’s the best thing I have ever done for my career. I have returned refreshed, with a new-found energy and excitement for the day-to-day. I really hope I’ve set a precedent for other parents within the organization to follow."

Matt Thomas, Senior Brand Director, Commercial Operations, Grooming Northern Europe

Brazil is one of the largest countries in the world, with a population said to be one of the most diverse (56% of the population is Black or Brown). At P&G, we want to build a diverse organization that reflects Brazil’s population, celebrating a culture of inclusion and respect for the uniqueness of each employee, allowing everyone to perform at their peak and enable better business results.

A few years ago, we started a journey on racial inclusion, with an initiative called Racial 360°.

We found out that only 8% of people hired by P&G were Black or Brown. With that big gap versus the population in society, we launched P&G for You, a program designed to attract Black talent and meet two important needs: Only 1% of the Brazilian population has fluent English, so we funded English classes for new talent, and special mentorship program to ensure retention. We also started to attend recruitment fairs of more diverse universities, as well as bringing more inclusivity to our communication. As a result, we closed the last fiscal year with 26% of Black or Brown participants in our intern population.

We developed a “brand representativeness scorecard,” where all of Brazilian P&G brands are measured against the goal of accurate LGBTQ+, gender portrayal, racial and ethnical, and people with disabilities. Our brands are making continuous progress with 11 out of 19 improving on the scorecard, accurately portraying diversity in every communication opportunity. We launched a Social Accelerator program designed to mentor and develop companies with Black and Brown leaders.

We partnered with NGOs such as United Way, Capacita-me and Tree Diversidade to promote education for young people in vulnerable communities and the development of young Black social leaders, as well as to donate food and products across the country.

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