Diversity and Inclusion

One of PPG’s greatest strengths is the diversity of our people, who represent wide-ranging nationalities, cultures, languages, religions, ethnicities, lifestyles, and professional and educational backgrounds. Their unique perspectives enable us to meet challenges quickly, creatively and effectively, providing a significant competitive advantage in today’s global economy.

To ensure our people feel valued and respected, we are committed to providing a workplace that embraces a culture of diversity and inclusion and is free from harassment and bullying.

To underscore this commitment, our chief executive officer signed the CEO ACTION FOR DIVERSITY & INCLUSION® pledge in 2017. He joined more than 150 CEOs from some of the world’s leading companies in committing to advance diversity and inclusion in the workplace.

Our Diversity & Inclusion Leadership Council (DILC) champions, directs and facilitates initiatives that embed diversity and inclusion into our culture. Consisting of senior leaders within our company, the DILC is supported in its efforts by the following diversity councils:

  • Women’s Leadership Council, including 10 regional chapters in Asia Pacific, Australia/New Zealand, Canada, Europe/Middle East/Africa, Latin America and the United States;
  • Lesbian, Gay, Bisexual and Transgender Council, which includes PPG Allies who are straight colleagues committed to improving the workplace climate for their LGBT coworkers;
  • R&D Diversity Council;
  • Minority Leadership Council;
  • Generational Diversity Council; and
  • Young Professionals Organization.

Our business and functional leaders set goals related to diversity and monitor progress on a regular basis. In Europe, for example, we have a focused initiative to hire, develop and retain female talent. Actions taken in 2018 included ensuring there is a focus on females when hiring, having women make up 50 percent of the candidate slate for promotions and conducting an equal pay review.

To broaden the diversity of our talent pools, we recruit at events sponsored by organizations representing diverse candidates. In the United States, for example, these include the National Society of Black Engineers, Society of Women Engineers, Society of Hispanic Professional Engineers and NATIONAL BLACK MBA ASSOCIATION® (NSBE).

We took an active role in the 44th Annual National Society of Black Engineers Convention, which was held in Pittsburgh in 2018. PPG is a member of the organization’s Board of Corporate Affiliates, and our CEO and six other senior leaders participated in a session at the convention. PPG was also represented in resume review sessions, a career fair and a community outreach event.

We were a member of the Pittsburgh Veteran Employer Coalition, which was a 20-month project to attract and retain military-connected members and their spouses. Led by the private sector, the coalition was the first of its kind in the U.S. It formally concluded in December 2018, but activities are continuing.

In 2018, we released our Workplace Gender Identity and Transition Guidelines to address the needs of transgender employees and clarify how situations should be handled where questions may arise about how to reasonably accommodate employees who are transitioning. The goal is to ensure the safety and fair treatment of transgender employees while maximizing their workplace integration and minimizing stigmatization.

In early 2019, we were named one of the Best Employers for Diversity by FORBES® magazine, which ranked the top U.S. companies that demonstrate a dedication to diversity and inclusion in the workplace. We ranked number 297 out of 500 companies assessed.

We also received a perfect score of 100 percent on the Human Rights Campaign Foundation’s 2018 CORPORATE EQUALITY INDEX® (CEI), a national benchmarking survey and report on corporate policies and practices related to lesbian, gay, bisexual, transgender and queer (LGBTQ) workplace equality. Our efforts in satisfying all of CEI’s criteria resulted in the designation as a Best Place to Work for LGBTQ Equality.

Learn more about our commitment to diversity and inclusion on our Global Careers website.  

Female Representation
Percent
  Total Workforce Management Positions Junior Management Top Management Management Positions in Revenue-generating Functions
2014  24.0  20.4  23.3  15.6  14.3
2015  23.8  20.7  23.1  16.2  13.5
2016  24.4  22.0  24.1  17.8  14.8
2017  24.7  22.9  24.9  18.8  15.3
2018  25.3  23.5  24.9  20.3  16.4

Supplier Diversity

We believe that our company and communities benefit when we provide equal opportunities for diverse suppliers to compete for our business. As such, we actively seek small businesses and businesses owned by veterans, minorities, members of the lesbian, gay, bisexual and transgender (LGBT) community, and women that provide quality products and services at competitive prices. (See the Supply Chain section.)

Learn more about our Supplier Diversity Program.