No. 5: Procter & Gamble
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| Procter & Gamble has been making substantive progress in one of the most competitive industries in the DiversityInc Top 50 process. The company’s jump of 20 spots into the top 10 this year is a direct result of its talent-development initiatives bearing significant results in increasing diversity at several levels—and improved methods of tracking key factors, including promotions into management, resource-group participation and philanthropy allocated to multicultural nonprofits. | |||||
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DiversityInc Lists
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CEO Commitment to Diversity Management
Chairman and CEO Bob McDonald sets the tone through action. Diversity is a main factor in his “Values Based Leadership Beliefs,” which outline how he approaches leadership of the organization. In accepting DiversityInc’s Top Company for Global Cultural Competence award in November 2010, he said that leveraging diversity and inclusion “leads to bigger and better innovations” and that innovation was the lifeblood of his company. He has quarterly meetings with resource groups, meeting in small-group settings and attending functions, and also has a senior advisory position on three nonprofits focused on underrepresented groups, including the UNCF. McDonald’s senior leaders are also on board. Nearly a third of the top two levels of executives sit on multicultural boards, and two-thirds participate in the mentoring program. They also sponsor resource groups. These measures, as well as the recruitment, retention and promotion levels of diverse employees, are included in executive performance reviews; 10 percent of the bonus is tied to diversity-management results. Workforce Diversity & Human Capital
Procter & Gamble’s board of directors has diverse racial/ethnic and gender representation and receives reports on diversity findings and initiatives from the senior diversity executive. The company is particularly strong for women. Procter & Gamble recruits and promotes a high percentage of women in management. Procter & Gamble’s resource groups are used for recruiting, on-boarding, marketing, diversity training and talent development. Of particular note, however, is the care in which the company measures results and success of the groups. It utilizes advanced statistical modeling, “Drivers Analysis,” to measure the engagement levels, promotion rates and retention of its resource-group members. The company can track specific outcomes of the resource groups’ contribution to consumer research and development efforts in growth markets. |
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Diversity Leadership
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Company Information
U.S. Headquarters: Cincinnati Global Employees: 129,000 U.S. Employees: 34,500 Last Year’s DiversityInc Top 50 Ranking: No. 25 |
