INDUSTRY Consumer Products MAIN COMPE TI TORS PepsiCo, Cadbury Schweppes, Nestlé U.S. HEADQUARTERS Atlanta NUMBER OF U.S. EMPLOYEES
9,637 OF OPERATIONS OU TSIDE U. S.
Top 10 Companies
for People With
The DiversityInc Top
10 Companies for
DiversityInc Top 50
company, The Coca-
Cola Co. continues to
evolve its diversity-management
initiatives. Chairman and CEO
Muhtar Kent has continued his
predecessor’s deep commitment
to diversity as the company’s focus
on a global inclusive workplace
Chairman & CEO
A global diversity
leader known for its
marketing, Procter &
Gamble has created an inclusive
workforce. Its efforts to reach
out to the LGBT community and
to people with disabilities are
remarkable. Procter & Gamble has
very strong employee-resource
groups, with 25 percent of its U.S.
workforce participating in them.
MAIN COMPETI TORS
Johnson & Johnson,
NUMBER OF U.S.
OU TSIDE U.S.
Kent, who was named to
his position in July 2008,
has described The Coca-
Cola Co.’s “extraordi-
nary diversity of ideas and cultures
and beliefs” as “one of the most
competitive advantages we have as a
During a recent speech to the CEO
Club of Istanbul, Kent explained that his senior-management
team, which includes leaders from Mexico, Lebanon, Turkey,
France and Australia, “resembles the United Nations. In fact,
[The Coca-Cola Co. is] in more markets than are represented
Kent appoints members to the company’s diversity advi-
sory councils, which represent employees from all functions
and business units of The Coca-Cola Co. Kent also meets
regularly with employee-resource groups and personally
reviews and signs off on diversity metrics and progress. He
also personally signs off on the company’s goals and achieve-
ments for supplier diversity and regularly uses the company’s
intranet to communicate diversity commitment.
On the philanthropy front, 26 percent of The Coca-Cola
Co.’s endeavors are directed toward multicultural nonprofit
groups, including the American Indian College Fund, the
Hispanic Scholarship Fund, Spelman College and UNCF.
The company has worked hard to improve the engagement and demographics of women, Blacks, Latinos and
Asians and to create an inclusive culture for all its employees,
including LGBT people and people with disabilities.
Diversity & Fairness
Procter & Gamble
requires all its em-
ployees to complete
workshop and also has a strong
mentoring program, with 56 per-
cent of managers participating.
The company has 30 established
diversity network groups for its
employees from various cultural
and ethnic backgrounds. At least
25 percent of Procter & Gamble’s
employees are members of at least
one of these groups, and 20 percent
are members of more than one of
The company offers many programs and options for working parents to help make the transition from
home to office easier. Such offerings
include lactation programs, business-travel childcare reimbursement, overtime-work childcare reimbursement, childcare
resource and referral service, leaves of absence, intermittent parental leave before a child’s first birthday, and unpaid
childcare leave before a child’s first birthday for new mothers
and fathers. Other work/life benefits include regular brown-bag luncheons on stress management, onsite services to help
employees with their day-to-day personal needs such as fitness
centers, massages, personal trainers, hair cuts, dry cleaning,
banking and ATMs, car washing, film processing and more.
The company offers domestic-partner benefits for same-sex partners that include healthcare benefits, bereavement
leave, adoption assistance and relocation assistance.
Chairman of the
Board, President &
Chief Diversity Officer
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