Procter & Gamble (P&G) is a multinational corporation headquartered in Ohio, United States. It is one of the world’s largest and most influential producers of consumer goods, operating in more than 180 countries and employing over 100,000 people worldwide. Its portfolio of brands includes Ariel, Gillette, Lenor, Olay, Oral-B, Pampers and Pantene.
Reason for engagement
As one of the world’s largest listed companies and with more than 100,000 employees, P&G is in the scope of the CCLA Corporate Mental Health Benchmark – Global 100+.
What we did
We have been engaging with the company on this theme since 2022, when it was ranked in tier 4 (second to worst) in the first CCLA Corporate Mental Health Benchmark. We have written annually to the company’s CEO on behalf of a sizeable investor coalition and the company has been assessed and ranked every year to track its performance. We are supported by Mercy Investment Services in this engagement. We have had four meetings with the company and also visited its European headquarters in Geneva in 2024 to meet the director of global benefits and wellbeing in person.
Outcomes
P&G was assessed as performance tier 4 (second to worst) in 2022, 2023 and 2024, nonetheless showing consistent, incremental improvement in its overall score year on year. In 2025, it moved up into tier 3. Its score increased by 28 percentage points between 2022 and 2025, making it the seventh highest improver in the global benchmark.
The increased score was driven by various activities. P&G strengthened its internal communications and awareness campaigns, and increased the number of its reporting metrics on this theme. Such metrics included reporting on the proportion of people trained in mental health, tracking and reporting on the uptake of mental health programmes and initiatives, and reporting on engagement by employees in this theme.
Additionally, the company published a statement by its CEO, Jon Moeller, setting out the business drivers for good workplace mental health: ‘P&G provides a variety of wellbeing solutions that can be adapted to personal needs, because when P&G people are at their best, they thrive professionally and personally – delivering for consumers, customers, each other, society and shareowners.’
At a meeting with the company in June 2025, we learned anecdotally that due to the increased focus on workplace mental health internally, the wellbeing score from the company’s pulse survey had increased by double digits for four years in a row. We were told that P&G had been focusing on engaging with leaders and on building mental health into the strategy of the business. We learned that employees had been extensively engaging with the company’s mental health initiatives. Finally, we were informed that P&G was working on a new wellbeing strategy to be housed on the company’s careers website ready for the next CCLA Corporate Mental Health Benchmark assessment.