Case Study: Training and Development - Proctor and Gamble

Recruitment to ensure we have an initial injection of female talent into the organization. This is key to P&G’s diversity strategy as the company is a meritocracy and therefore does not recruit women directly into the organization at a senior level.

P & G’s diversity strategy is divided into 3 areas:

- Attract

- Develop

- Retain

Typically in Engineering, male graduates make up 78% of the population. P&G therefore needed to set up a recruitment strategy which allowed us to attract a high level of female graduates if we were to succeed in our target of 50% recruitment of level 1 female managers.

As a result 5 key initiatives have been developed:

• Diversity team part of recruitment team at key recruitment events e.g. NGR careers events; QS recruitment even "women in leadership"; GRADES;
• Diversity updates for campus recruitment team
• Revised campus strategies to include events which attract more women.
• Targeting recruitment literature with P&G diversity brand image
• Look for more opportunities to publicize successful female role models in P&G.

As a result of this work we have already seen an increase in women being recruited at our entry level grade to approximately 40%. This work will continue to develop to ensure we move more towards our 50% target.

Contact Point

Kim Pamplin