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P&G on LGBT+ workplace inclusion

Source: hrgrapevine.com

TL;DR

P&G's Shelly McNamara discussed the company's efforts to foster LGBT+ inclusion in the workplace with HR Grapevine.
High belonging links to 56% higher job performance, 50% lower turnover, and 27% fewer sick days per BetterUp research cited.
Inclusion drives business gains like better performance and retention for LGBT+ employees.

The story at a glance

Shelly McNamara, P&G's Vice President HR and Chief D&I Officer, spoke to HR Grapevine about the company's approach to LGBT+ inclusion.[[1]](https://www.hrgrapevine.com/content/article/2020-07-02-how-pg-has-gone-about-lgbt-inclusion) The piece highlights why workplace belonging matters for LGBT+ staff. It came out in July 2020 amid rising focus on diversity during global LGBT+ rights debates.[[2]](https://www.hrgrapevine.com/content/tag/1100/gay)

Key points

Article by Sophie Parrott, published 8 July 2020, runs about 5 minutes to read.[[1]](https://www.hrgrapevine.com/content/article/2020-07-02-how-pg-has-gone-about-lgbt-inclusion)
Stresses that employees feeling safe to be themselves boosts business results, citing HBR/BetterUp study on belonging benefits.[[1]](https://www.hrgrapevine.com/content/article/2020-07-02-how-pg-has-gone-about-lgbt-inclusion)
P&G runs GABLE, its long-standing employee group for LGBT+ staff and allies, active globally since the 1990s.[[3]](https://www.hrgrapevine.com/content/article/2016-10-14-5-minutes-with-helen-tucker-human-resources-director-at-procter-and-gamble)
Offers training like GABLE@work to build manager and employee skills on LGBT+ topics.[[3]](https://www.hrgrapevine.com/content/article/2016-10-14-5-minutes-with-helen-tucker-human-resources-director-at-procter-and-gamble)
Part of broader D&I push, including non-discrimination policies and flexible work, tying inclusion to performance.

Details and context

The article frames LGBT+ inclusion as key to belonging, which research shows cuts turnover and sick days while lifting output. BetterUp's findings, via HBR, give hard numbers: belonging raises job performance by 56%, drops turnover risk by 50%, and reduces sick days by 27%.[[1]](https://www.hrgrapevine.com/content/article/2020-07-02-how-pg-has-gone-about-lgbt-inclusion)

P&G's efforts build on decades of D&I work. GABLE started in 1994 (or 1996 per some sources), now spans 50+ countries with thousands of members, including allies.[[4]](https://us.pg.com/blogs/lgbtq-history-month-2022)[[5]](https://us.pg.com/our-workforce/lgbtq) Training programs like GABLE@work fit into a suite covering culture, disability, flex work, and gender.[[3]](https://www.hrgrapevine.com/content/article/2016-10-14-5-minutes-with-helen-tucker-human-resources-director-at-procter-and-gamble)

This aligns with P&G's 2020 citizenship goals, like Can't Cancel Pride for community support amid COVID, though the interview focuses inward on workplace steps.[[6]](https://assets.ctfassets.net/oggad6svuzkv/v5Y40XzQfGpspdBQSnzVp/5c28a0da4f28790ff09d8300c45d03a9/citizenship_report_2020_executive_summary_FINAL_updated.pdf)

Key quotes

None reliably sourced from the article.

Why it matters

Strong LGBT+ inclusion helps companies like P&G attract talent, cut costs from turnover, and boost output in competitive markets. For HR leaders and firms, it means concrete steps like resource groups and training pay off in metrics like performance and retention. Watch P&G's ongoing D&I reports and HRC scores for signs of progress or shifts amid changing laws.