U.S. Headquarters
Cincinnati, OH
Consumer Goods
U.S. Employees
Jon Moeller
Chairman of the Board, President and CEO

“Our diverse group of P&G people advance innovative ways to grow our business and support our communities. We use our voice through films, advertising and programs to advance equity in our industry and society at large. We believe when brands and businesses meaningfully engage in supporting equality, it leads to better outcomes.”

Shelly McNamara
Chief Equity & Inclusion Officer

“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 to feel safe in doing so. By being visible in our actions, staying anchored in our commitments and leveraging the power of our differences, P&G employees are helping to create a more equal future.”

From The Company

Equality and inclusion are fundamental to P&G. We aspire to create a better world for everyone—free from all types of bias based on race, ethnicity, culture, religion, sexual orientation, gender identity, disability and background—starting with our workplace.

We are committed to creating a culture of respect that attracts, retains and develops outstanding and diverse talent that reflects the consumers in our global community because we know that diverse talent enables us to solve problems, expand opportunities, innovate and ultimately drive growth and value creation for all of our stakeholders. A culture where we leverage our differences against common goals to grow as a company helps us grow stronger together as individuals, teams and communities.

  • We are committed to achieving gender-equal representation at all levels of our company. Today, more than 49% of our managers globally are women–at more junior levels, we’re at 50/50 and we’re making consistent progress to get to 50/50 in our executive roles.
  • In our U.S. workforce, we continue to progress toward our aspiration of 40% multicultural representation. We are at 26% multicultural representation today, so we have more work to do and we’ve established programs like Open Doors to bring multicultural talent, their managers and career sponsors together to strengthen their career plans and unlock possibilities.
  • We’re continuing to improve our policies and benefits through the lens of equality and intersectionality. A recent example is our global paid parental leave providing an equal minimum standard of leave for all parents in every country where we have operations.
  • Externally, we leverage partnerships to advance gender, race, ethnicity, LGBTQ+ and people with disabilities (PwD) equality and inclusion through access to education, economic opportunities and our business ecosystem. We work with retailers, suppliers, agencies, vendors and NGO partners who share the same values and commitments.
  • We aim to accelerate growth of our business and our partners by strategically focusing our spending and advocacy on diverse-owned and led businesses because we see firsthand what is possible when large companies like P&G provide meaningful opportunities to diverse-owned suppliers. We are committed to increasing our global spend with diverse-owned and women-led businesses from our previous target of $3 billion to $5 billion annually by 2030.
  • We spend more than $2 billion each year with women-owned and women-led businesses around the world and we are committed to them being a growing part of our global supply chain. It is our ambition to direct 10% of our spending to women-owned and led businesses which is 10 times the industry average.

We will keep building equality and inclusion into the core of our business, enabling growth and creating value for our employees, with our brands and our partners in our communities.

Top 50 Ranking History

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