Policies & Practices

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Fair Pay

P&G is committed to fair pay, transparent compensation principles and a diverse and inclusive workplace. P&G’s pay practices are based on:

  • a clearly articulated compensation philosophy,
  • a well-defined set of compensation policies and structure, and
  • robust execution and pay equity audit processes.

The key drivers of pay at P&G include paying competitively based on job, experience, and impact. This is consistent with P&G’s Values and Principles— showing respect for all individuals and our efforts to attract, develop, and retain the best employees from the broadest pool of talent to better serve an increasingly diverse set of consumers.

Building on nearly 10 years of pay equity audits, our most recent 2023 pay equity audit results confirm that P&G’s approach to compensation is delivering against our commitment to equitable pay globally.

  • Gender (global): The global adjusted pay gap between male and female is 0.64% i.e., for $1 a man earns, a woman earns $0.9936.
  • Race/Ethnicity (U.S. only): In the U.S. the adjusted pay gap between white and multicultural groups is 0.5% i.e., for $1 a white employee earns, a multicultural employee earns $0.995.

Our pay equity results are within the normal expected range of variance over such a large employee population. P&G will continue to publicly report annually our adjusted pay gap for gender globally and for race/ethnicity in the U.S.

When it comes to pay equity, we recognize that paying equitably for similar roles and performance is just one important piece of the equation. Among P&G employees, we have made substantive progress toward our long-term aspiration to achieve equal gender representation throughout our Company, as well as multicultural representation that reflects the consumers we serve in in the US.

You can read more about P&G’s Equality and Inclusion efforts here.