Community Matters

Diversity is a competitive advantage

Niall de Lacy, Human Resources Director, P&G UK and Ireland

Diversity and Inclusion is a sustained competitive advantage for the continued growth of our business. It is implicit in our company’s purpose and values and explicit in the company’s business strategy for success. In the UK, the workforce is split almost exactly 50:50 men to women and is a great example of how our mission for Diversity and Inclusion -‘Everyone Valued, Everyone Included, Everyone Performing at Their Peak’ -drives us forward.

We want everyone in the company to feel that they are represented and included. We value the skills, experiences and perspectives that each individual brings to deliver outstanding business results. Put simply, our organisation needs to be as diverse as the consumers we serve. With more than 4 billion people around the world buying and using our products, the majority of which being women, diversity is a central priority for us. Going beyond equality and the simple notion of doing the right thing, it is a business imperative, even a competitive advantage for us and, therefore, takes its rightful place at the top of all human resources, talent management and recruitment strategies at P&G.

Diversity and Inclusion is a critical enabler for us to be an “employer of choice” that hires, develops, engages and retains the best talent – female and male – of all ethnicities, faiths and backgrounds. Our global leadership, headed by our President and CEO, has set a bold vision for diversity and inclusion. To deliver this, we have created a new position of Global Chief Diversity Officer at a Senior Vice President level which highlights the company’s continued commitment to foster D&I. This has led to the creation of a global network of diversity champions at senior levels throughout the company across all functions. Country leaders champion diversity in their respective markets and functional leaders work with HR to deliver D&I strategies to all levels.

We were delighted to hear recently that our Global Diversity Officer, Linda W. Clement-Holmes, was recognised by the IT Senior Management Forum (ITSMF) for her leadership role and commitment to supporting diversity initiatives. She received the Diamond Leadership Award, which is given to a senior-level executive from a Fortune 1000 company who has “contributed to the advancement of the information technology industry through thought leadership, active personal role-modelling and support of diversity initiatives that opened doors for others to follow.”

P&G has also been honoured as a top company for executive women by The National Association of Female Executives (NAFE). This recognises P&G’s strong commitment to diversity and inclusion and the advancement of women at P&G. This is P&G’s 12th appearance in the Top 50 list. Around the world, P&G has made great strides over the past decade in the advancement of women. Five of the eleven Board of Directors for P&G are female leaders, recognised in their own right as being at the top of their industry field. We’ve seen a 50% increase in female representation at President level and above. About 43% of our managers are women (globally).

Here in the UK, we’ve made fantastic progress too. Since 2006 we have increased female representation at all levels of the UK organisation with the most significant gains at Associate Director and Director levels.

This work has, again, been recognised outside the company. Amongst others, P&G has been granted a Gold award in the Mumsnet Family Friendly awards. The judging panel, which included the two founding members of Mumsnet, was particularly impressed with P&G’s My Family Care service to help staff find high quality childcare, senior management modelling of a healthy work-life balance, our pledge not to use peer-to-peer marketing or child brand ambassadors and the general culture of diversity and inclusion within the company.

We’re also very proud to have been recognised by Stonewall as one of the Top 100 employers of lesbian, gay and bisexual people in Britain for 2012 and to have Maria Navrotskaya, a P&G leader in our IDS function, as one of the Rising Star of the Year nominees at the 2012 Everywoman in Technology Awards.

Finally, leading true innovation in Diversity and Inclusion requires a broad approach to people management. One of the most recent developments across our organisation is our mainstreaming of ‘flexibility’ in an approach called Flex@Work. This encourages personalised flexibility in order to maximise productivity so that employees deliver business results, meet personal needs and are able to grow their careers. The smart use of flexibility can lead to improved business results and higher levels of both employee and customer satisfaction.

Niall de Lacy,
Human Resources Director, P&G UK and Ireland

Our People

“I accept this award, not for myself, but for those who walked and cleared the path before me. Their foresight, insight and wisdom helped shape who I am and the leader I’ve become.”

P&G Chief Diversity Officer and GBS Senior Vice President Linda W. Clement-Holmes

Our Purpose

‘“The essence of our Diversity & Inclusion mission is that we must touch and improve the lives of our employees, one person at a time. We all have the same needs: for recognition, accomplishments, success, belonging, fulfilment and respect. But, our needs are expressed differently, through different languages, customs, practices, ritual and more. In the end, it’s all about the respect we have for one another, and for the consumers we serve.”

P&G Chairman of the Board, President and CEO, Bob McDonald

Our Recognition

  • P&G recognised in Top 5 Best Companies for Multicultural Females 2011
  • Chief Executive Magazine – No.1 Best Company for Leaders
  • Fortune’s 2011 Most Powerful Women has 4 of our Board of Directors and 2 of our Presidents
  • CEW (Cosmetic Executive Women) Corporate Empowerment for Women Award 2011

Images (Click to enlarge)

Videos (Click to watch)