Procter & Gamble (P&G), one of the world’s largest consumer goods companies, actively promotes its diversity, equity, and inclusion (DEI) strategy, proudly stating its commitment to driving “systemic change.” The company emphasizes the importance of creating an inclusive environment for employees, brand partners, and communities, with the goal of fostering equality for all.
Shelly McNamara, P&G’s Chief Equality and Inclusion Officer, highlighted the need to “embed and normalize” DEI within the company’s core operations. She stressed that diversity, equality, and inclusion must be integral to attracting talent and not just treated as a side initiative.
P&G proudly reports that 42% of its executive leadership team and 52% of its management recruits are women. In addition to gender diversity, the company promotes LGBTQ+ inclusion, sharing employee “coming out stories” and supporting GABLE, an internal network for Gay, Ally, Bisexual, Lesbian, and Transgender employees.
Despite these efforts, some critics argue that businesses like P&G should focus more on product development and consumer needs rather than prioritizing corporate social agendas. While the company continues to push its DEI strategy, others question whether such initiatives align with the core goals of business performance and customer satisfaction.
