Organizational Diversity: Procter & Gamble

This assignment focuses on the Procter & Gamble Company, including their code of ethics, diversity policy, leadership agenda, and employment laws.

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Organizational Diversity: Procter & Gamble

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Table of Contents
Introduction................................................................................................................................2
Procter & Gamble Company......................................................................................................3
Code of Ethics........................................................................................................................3
Diversity Policy......................................................................................................................4
Leadership agenda..................................................................................................................5
Employment laws...................................................................................................................6
Comparison with other competitors:......................................................................................8
Current diversity policy........................................................................................................10
HR role to ensure inclusion of diversity policy...................................................................11
Recommendation..................................................................................................................11
Conclusion................................................................................................................................13
Bibliography.............................................................................................................................14

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Introduction
This assignment will focus on the Procter & Gamble Company. This report will
reflect the background of the organization, code of ethics, their diversify policy, leadership
agenda, and various recommendation for their success in this competitive corporate world.
P&G is founded by two men from which one was candle maker named William
Procter and second was James Gamble apprenticed himself as a candle maker, who meets by
chance in the year 1837. The vision of the organization is to get the tagline of the best
consumer’s products and best facilities company worldwide and to provide branded products
of excellent quality and value which will help in developing the lives of worldwide
consumers, now and for generations to come. Company has operations in about 80 countries
(P&G, 2019).
The central & eastern Europe, middle east and Africa (CEEMA) is the biggest
geographical location of the company starting from the edges of western turkey and
expanding till eastern region of Russia country comprising nearly all of Africa (P&G, 2019).
The main e-commerce site of the P&G provides the organization to reach to its
targeted consumer. However, sites of Procter & Gamble are limited, and the company mainly
focuses on the American marketplace. The mission statement of the company is to produce
branded products and services of superior quality and value which helps in improving the
lives of the world's consumers, now and for generations to come. Procter & Gamble sells
there products straight forward to quantity merchandisers, association club stores, high-
frequency supplies (Smithson, 2017).
This report will emphasis on Procter & Gamble diversity and their employment laws
and how they incorporate with organizational policy.

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Procter & Gamble Company
Code of Ethics
The worldwide business conduct manual describes the organization globally &
business conduct standards. This means that the employees of the organization should not
include in any unlawful activities as well as all the applicant should be treated equally. The
company follows all the legal and corporate laws related to recruiting, promotion, and many
more activities. The organization does not discriminate against the color, sex, gender, age,
national origin, and citizenship, or any other legally protected factor which can affect the
diversity policy of the business.
Company’s core values are:
Integrity: The company always motivate there employees to raise their voice against any
illegal behavior. The company protects employees and customer’s data and confidential
information.
Leadership: Company has a clear vision and mission. They focus on the resources to attain
leadership strategies and purposes.
Ownership: Company meets the personal accountability to cope up with the organizational
needs. The employees and the owners of the organization treat their asset as their own and
aim in achieving the long-term success of the company.
Passion for winning: They have a complete desire to compete in the market and to achieve
the best position in the marketplace.
Trust: Organization should treat the employees, workers, and consumers equally and should
trust their abilities (Cieblevi, 2016).

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Various types of policies are also formed by the company just to achieve a good code
of ethics namely:
Personal behavior in the workplace;
Child labor and workers misuse policy.
These standards are the result of the companies’ core values:
• Use the organization’s assets as your own;
• Work by keeping the long-term success of the organization in awareness;
• Continually do the right thing; and
• Operate under the letter and essence of the law.
Worldwide business conduct standards are the companies “code of ethics”.
Diversity Policy
Particular Religion Worker
There is an evolving practice of a particular person with a particular religion. Work
and society have been structured around the practices and belief of the dominant religious
communities in a particular company. This result in the allocation of normal days for rest,
workplace dress code, etc. These may go against some religious practices. Moreover, it is
important to take into account the difference between religions regarding how an individual
interprets their obligation in the organization.
GABLE
GABLE i.e. Gay, Ally, Bisexual, Lesbian, and Transgender Employees is devoted to
developing a supportive, wide-ranging the global system that authorizes various workers to

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give their complete identities to work. North America-focused on systems for encouraging
working environment fairness and decent variety in the working environment for LGBT
representatives. To support the transgender people in the organizational and beyond, P&G
join forces with LGBT charity Stonewall. In the UK, P&G is one of the 13 foremost
organizations to help the transgender population (P&G, 2018).
People with disabilities
P&G developed the practices of diversity in the organizational office. The PWD
group of the companies define the awareness of the problems and difficulties faced by the
disabilities of companies and helps such employees. They are additionally committed to
making an increasingly comprehensive workplace for each representative, paying little mind
to mental or physical constraints (P&G, 2019).
Leadership agenda
Leaders of the company shape from within and therefore capitalize in gaining the best
aptitude at every level. Company leaders classify a worldwide, varied mix of talent,
developing them over hard responsibilities. Leaders used end-to-end method to combine
people & career improvement system and good practice to develop labors on the job training
and coaching. Leaders nurture values that raise employee growth while allowing the
company staffs for their self-continuous learning and personal development (P&G, 2012).
It provides the best training and employment facilities just to catch up with the best
talent from the market.
P&G’s official training, known as their recognized leadership growth model can be
summarized like this: We employ the best, happiest and most unlike talent from throughout
the globe, train them over hands-on responsibility, and assist their effort towards the model to

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new stages of achievement, while regular working by our intensely held Purpose, Values, and
Ethics (P&G, 2014).
Employment laws
There are various types of employment laws in an organization name, family and
medical leave, civil right, workplace safety, compensation child labor.
Employee right policy
The company focuses on providing the best environment to the employees, improving
the lives of the employees with good brand products of superior quality, which helps in
educating the lives of the customers. P&G brand & P&G persons are the core components of
the organization.
P&G committed to the employees in relation to worker rights policy which supports
their PVPs and respects global labor criteria. P&G making steps to gives the working
environment to the employees which help them in communication additionally, and help in
the reports against violations. Any kind of retaliation against the value of integrity and trust
will not be accepted (P&G, 2019).
Parental leave policy
In 2016, the company provides better policy in their US parental leave welfares for
dads and moms, including up to a year off during first child through the combination of the
unpaid leaves & paid leaves. In the year 2017, the company extended the benefits worldwide
adding enhance paternity, leave benefits in 25 countries & more, etc. (P&G, 2019).
Flexible Work policy

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This policy helps the employees of the organization to deal efficiently and effectively.
This helps in balancing the personal and private life of the employees. This policy brings out
the flexibility to work from home when needed (P&G, 2019).
Recruiting
There are many people who use the name of the P&G name and trademarks in their
website and emails in view of taking fees such as immigration processing fees and placement
fees, from the interested person. In real P&G does not charge any kind of fees from the job
seekers and does not also use such type of agencies which takes fees. They take the help of
such agencies only in a view of identifying a candidate for specific employment within P&G
(P&G, 2019).
Human rights
The human rights are given by the worldwide declaration of human rights & related
covenants, and the worldwide labor group decision in respect of important principles and
civil rights at work are being respected by the P&G. The partners of the P&G also respect
such identified human rights. P&G value their external business partners who emphasis on
human rights while dealings. In their business award, P&G continues to place substantial
value on such business partners.
Wages & hours
P&G emphasis that all the exterior business partner must fulfill all the applicable laws
and hour laws which include minimum wages, rest periods and deliver legally mandated
welfares. External businesses associates are stimulated to give the salaries that are able to
comply with the local industry criteria’s, this is encouraged when the local industry goes

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above the applicable legal obligation.
Health & Safety
P&G mainly focus on health and safety standards. The emphasis that external
business partners to fulfill the safety and health laws, rules and organization criteria. Exterior
business partners of P&G are emphasis to recover the business environment, condition of the
employees, the surrounding community supports the operations related to health and safety.
External business associates are excepted to consider all the steps just to minimize the risk of
the accidents/injuries and analyze & minimize safety and health risk exposure and safeguard
business stability and produce public trust (ThisDay, 2018).
Environment sustainability
External business associates and P&G must fulfill with all the appropriate
environmental laws, regulation. P&G aims that they should fulfill all the ecological
stewardship by using effective & efficient use the resource for the extended term benefit of
the environment. External business associates are predictable to share the P&G commitment
and maximize the quality and value of the goods by preservative the background. P&G also
use the scorecard or designated equal on-line to path the development of environmental
sustainability metrics.
Comparison with other competitors:
Top competitors of the company are:
Unilever
Top competitor of the P&G is Unilever. Unilever was founded in 1885. Its
headquarter are in Blackfriars, England. Same as P&G, Unilever also deals in personal
product fields. Unilever generates 87% of the revenue of P&G (Kumar, 2014).

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Church & Dwight
Church & Dwight is also one of the top competitors of the P&G headquartered in
Ewing, New Jersy. They generate 6.26% of P&G revenue. Church & Dwight also works like
P&G in the household product industry (Harry, 2018).
Colgate
Colgate has been one of the topmost competitors of P&G. Colgate headquarter was
founded in New York, 1806. Colgate has 57500 fewer employees than P&G. Colgate works
on the household product field (Dixit, 2013).
Company Leadership CEO Score Employees Revenue
P&G David Taylor 71/100 92000 $66.9B
Unilever Alan Jope
CEO
81/100 155000 $58.3 B
Church &
Dwight
Matthew T.
Farrell
71/100 4700 $4.2B
Colgate Noel Wallace 79/100 34500 $15.4B
Johnson &
Johnson
Alex Gorsky
Chairman &
CEO
68/100 135100 $81.2B

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Current diversity policy
In every 12 months, P&G celebrates the rich culture of their worldwide during the
black past month, Hispanic tradition month, superiority week, and diversity and insertion
week. Their main aim is to grow as a group in a company.
Global diversity and inclusion award celebration
For the fourth year consecutively, companies found the excellent work of P&G
workers all over globe who have advanced diversity and inclusion creativities through
improvement, inspirational leadership, and value making (Paludi, 2012).
Accommodating a new workforce
P&G’s Flex@Work package help the workers of various life environment- whether
there is one parent or maintain of the needy child.
Teaming up to drive diversity & inclusion
The company joins 400 other organizations and more than 50 global leaders through the CEO
achievement for diversity & insertion and the Catalyst CEO Champions for Variation
respectively. This was done with the aim to advance the conversations in their organization.
Diversity recruiting
The company joins 400 other companies and more than 50 global leaders through the
CEO acts for diversity & inclusion and the Catalyst CEO Winners for Change respectively.
This was done with the aim to advance the conversations in their organization.
HR role to ensure inclusion of diversity policy
Human resource department has a direct impact on the inclusion of diversity policy in
the organization.

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Reaching Out to Diverse Talent
Firstly, HR is the person who is responsible for recruiting new talent. The recruitment
process is the best step of indulging the new diversified talent in an organization and
improving the overall balance of the organization. However, as an HR expert, they need to
balance fielding a diverse team and hiring the best possible candidates. While diversity is
significant, HR should not recruit persons normally because of their race, sexual orientation,
or gender (Tatli, 2011).
Promoting Equal Representation at all Levels
One of the mistakes made by the company is that they hire anyone or two employees
diversely and pretend as they care about being inclusive. Sooner than making the team shows
like it maintenances, by taking in care, this approach, typically go wrong and comes off as
condescending at best and offensive at worst. Want to maintain employee satisfaction at
acceptable levels, there will need to do more than the simple minimum. It is not sufficient to
have one token worker working in a low-level position - prove a commitment to diversity by
encouraging it at the administrative level as well (Cole & Salimath, 2012).
Recommendation
Widen recruiting base
It is recommended to the company to focus on diversified recruitment vehicles to
expand the business base additionally, an online job board which can be view anyone having
internet access.
Stop following society stereotypes
The company should not follow the method of stereotypes as because of this result in
preventing the company from recurring the best person with smart abilities and skills. It is

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seen that the male founded business is less likely to employ women in the business because
of low trust. So this should not be followed in the business environment.
Promote flexibility
Employers have wrong thinking about the employees, that they think what
employee’s motivator is money only, but this is not true. Company HR should conduct a
meeting or should create polls. There are many methods to motivate the employee are: prizes,
extra time off to spend time with family, dinners, recognition, a gym pass, corporate events,
etc.
Social sites
Another step that P&G should take care of is to expand on the market sections
directed on social media sites. Presently, the vital sections targeted are 25- to 54-year-old
women. While this may be appropriate for a popular of its products, there remains disclosed
ground. The present groups that P&G has may not have adequate appeal to recall the care of
the exposed sections. It can reflect having personal social media groups to contract with other
important market sections.
Conclusion
From the above information, it can be stated that Procter and Gamble is one of the
largest company in manufacturing personal products. Many familiar brands are owned by the
P&G. There are many competitors of the company globally but then also they manage to
fulfill all the ethical values in the society and achieve good success in the corporate
environment. Company is effectively managing they are diversified policy by eliminating the
discrimination in the working environment. The company focuses on becoming the best
customers products and services globally for which company is involving various

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employment laws and many standards relating to the quality and services which is overall
helping the company to achieve success and become the best company globally.
Bibliography
Cieblevi. (2016, February 18). Procter & Gamble Code of Ethics. Retrieved from
cieblevi.wordpress.com/: https://cieblevi.wordpress.com/2016/02/18/procter-gamble-
code-of-ethics/
Cole, B. M., & Salimath, M. S. (2012). Diversity Identity Management: An Organizational
Perspective. Journal of business ethics, 151-161.
Dixit, M. &. (2013). Procter & gamble v/s colgate–2003. An exercise in competitive
dynamics. Indian Institute of Management.

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Harry, J. (2018, March 1). Church & Dwight Vs. Procter & Gamble: Bigger Isn't Always
Better. Retrieved from https://seekingalpha.com:
https://seekingalpha.com/article/4152251-church-and-dwight-vs-procter-and-gamble-
bigger-always-better
Kumar, A. G. (2014). Sustainable innitiatives taken by p&g to protect environment. Recent
Research in Science and Technology, 18-21.
P&G. (2012, January 17). P&G Ranked #1 for Leadership Development. Retrieved from
news.pg.com: https://news.pg.com/blog/pg-ranked-1-leadership-development
P&G. (2014, January 15). P&G Recognized for Excellence in Leadership Development.
Retrieved from news.pg.com: https://news.pg.com/blog/leadership/ceo-mag
P&G. (2018). DIVERSITY & INCLUSION. Retrieved from www.pg.co.uk:
https://www.pg.co.uk/diversity-and-inclusion/
P&G. (2018). Gay,Ally,Bisexual,Lesbian& Transgender Employees. Retrieved from
www.pgcareers.com: https://www.pgcareers.com/gable
P&G. (2019). DIVERSITY & INCLUSION. Retrieved from www.pg.co.uk:
https://www.pg.co.uk/diversity-and-inclusion/
P&G. (2019). Hiring Process. Retrieved from www.pg.com:
https://www.pg.com/en_US/careers/hiring_process.shtml
P&G. (2019). Our purpose,values and principles. Retrieved from www.pg.com:
https://www.pg.com/translations/pvp_pdf/english_PVP.pdf
P&G. (2019). Policies & Practice. Retrieved from us.pg.com: https://us.pg.com/policies-and-
practices/employee-policies/

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P&G. (2019). Where we opearte. Retrieved from www.pg.com:
https://www.pg.com/en_US/downloads/media/Fact_Sheets_Operate.pdf
Paludi, M. A. (2012). Managing Diversity in Today's Workplace. Strategies for Employees
and Employers, 1008.
Smithson, N. (2017, May 22). Procter & Gamble Co.’s Mission Statement & Vision
Statement: An Analysis. Retrieved from panmore.com: http://panmore.com/procter-
gamble-mission-statement-vision-statement-analysis
Tatli, A. (2011). A multi‐layered exploration of the diversity management field: diversity
discourses, practices and practitioners in the UK. British Journal of Management,,
238-253.
ThisDay. (2018, october 8). P&G Wins National Occupational Safety and Health Standards
Award. Retrieved from www.thisdaylive.com:
https://www.thisdaylive.com/index.php/2018/10/08/pg-wins-national-occupational-
safety-and-health-standards-award/

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