3/14/21 10:48 AM
Procter & Gamble
Internal Representation & Support
To evaluate this pillar, we take into consideration a range of factors, including but not limited to:
- Employee representation
- Diversity, equity, & inclusion (DEI)
We weigh a company’s degree of public commitment primarily on their monetary contributions to DEI matters or organizations fighting racial injustice.
Forms of monetary support we look for:
Employee donation matching
P&G has consistently sponsored events and programs around gender and racial equity, such as Queen Collective Films by Queen Latifah, short films "The Talk" and "The Look", and the Michelle Obama podcast.
While P&G has poured significant resources into fighting racial inequality externally, they have much to improve upon within their own organization. Only 26% of their workforce identifies as multicultural, and none of their top eight executives are Black.
We scour the company’s website and official social media channels to determine what message they are sending around racial injustice, how they are communicating it, and whether their communications are perceived as genuine or performative.
Public statement: We verify that companies have made a formal statement regarding racial injustice.
Social media: We consider how a company uses their platform(s) beyond performative allyship.
Representation: For companies that have the opportunity to showcase diversity in their feed, we consider whether they have adequate Black representation and BIPOC representation across their models.
I. Internal Representation & Support:
Board of Directors:
14% - 15% Black, 31% - 35% BIPOC, 46% - 50% Women
0% (none) Black, 21% - 25% BIPOC, 36% - 40% Women
10% - 11% Black, 26% - 30% BIPOC, 46% - 50% Women
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group