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2019 Sustainability Report

Diversity and Inclusion

One of PPG’s greatest strengths is the diversity of our people.

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 and their chapters around the world:

  • Women’s Leadership Council; 
  • Lesbian, Gay, Bisexual, Transgender and Queer Council, which includes PPG Allies who are straight colleagues committed to improving the workplace climate for their LGBTQ 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. This is supported by specific actions around the world to ensure there is diverse representation on candidate slates. In 2019, approximately 30% of our professional hires were female.

Across the globe, we have trained more than 300 managers over the past few years on unconscious bias. We are also actively driving diversity recruitment in the regions with a focus on representative candidate pools.

To broaden the diversity of our talent pools, we recruit at events sponsored by organizations representing diverse candidates. In the U.S, for example, we take an active role in the National Society of Black Engineers (NSBE), participating in its Board of Corporate Affiliates and contributing to the Annual Career Fair and Convention and regional conferences. We also provide grant money to NSBE’s Summer Engineering Experience for Kids (SEEK) camp, and our interns volunteer at the camps for at least one day. In 2019, 17% of our U.S. interns were diverse.

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 score of 90% on the Human Rights Campaign Foundation’s 2019 and 2020 Corporate Equality Index (CEI), a national benchmarking survey and report on corporate policies and practices related to LGBTQ workplace equality. Our Workplace Gender Identity and Transition Guidelines, for example, address the needs of transgender employees to ensure their safety and fair treatment, maximize their workplace integration and minimize stigmatization.

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

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

2019

30.9

25.0

26.0

19.1

18.2

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 and women that provide quality products and services at competitive prices. (See the Supply Chain section.)

Learn more about our Supplier Diversity Program.

Valuing diversity

Brno conference

Keeping the value of diversity top of mind, the PPG Women’s Leadership Council (WLC) organized its inaugural diversity conference for employees of our Shared Service Center in Brno, Czech Republic, in 2019. More than 50 people attended the half-day event, which focused on professional and personal development for employees of all skill levels, genders, ages and cultural backgrounds.

“Diverse workplaces generate innovation, improve employee performance, grow the talent pool and can lead to new business opportunities,” said Maria Jakabova, PPG senior communications specialist, Europe, Middle East and Africa. “Our speakers took a closer look at these concepts and provided managers and team leaders with strategies to help them drive diversity within their teams.”

Jakabova leaned on the conference insights when she later represented PPG on a corporate intercultural panel at Mendel University.

In the United Kingdom, the WLC sponsored a day-long career summit focused on personal and professional development. Attended by more than 100 women from multiple UK sites, the event featured interactive workshops, networking opportunities and strategies designed to help teams achieve and maintain success.

Need meets opportunity

To connect with a highly capable but often underused segment of the local workforce, our Aerospace application support center (ASC) in Indianapolis, Indiana, is working with nonprofit Bosma Enterprises to provide employment opportunities for people who are blind or visually impaired.  

The ASC is extending light assembly work to the nonprofit, with Bosma Enterprises employees using guides and tools designed by the ASC’s maintenance team to assemble and bag small parts that are used to mix aerospace sealants.

“Our relationship with PPG leverages our experience in light manufacturing to fill a need in the company’s supply chain, thereby creating jobs for people who are blind or visually impaired,” said Jeff Mittman, Bosma Enterprises president and CEO. “This allows us to continue our effort to combat the 70% unemployment rate among people with vision loss.”

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