Managers at consumer goods giant Proctor & Gamble have their pay linked to the way the manage diversity, the consumer goods giant’s HR director told delegates at the CIPD diversity conference this week.
Madalyn Brooks said managers were judged in part on how their teams responded to a staff survey on diversity.
Workers are asked questions about how well they feel their manager is driving diversity efforts, and how comfortable they feel expressing concerns about diversity.
“At the end of the day, it drives managers’ pay,” said Brooks. Leadership and accountability is central to the firm’s strategy to increase its diversity, she added.
Proctor & Gamble is struggling to cope with managing age diversity, Brooks admitted.
“There are now four generations in the workplace at the same time – the Baby Boomers, Generation X, the Net Generation and Generation Y – and we have not yet got to grips with it. We need to talk about it with prospective recruits.”
Brooks revealed that she came in for criticism for working late.
“People say: ‘Do you realise the message it gives when you, as HR director and as a woman, are in the office until 7pm?” she said. “But I cannot stop, do the kid bit and then start again, so I stay in the office until I’m done.”
