Few major corporations have a better track record when it comes to internal LGBT policy than Procter & Gamble, and now the consumer product giant has evolved one step further. They’ve publicly embraced same-sex marriage, and in doing so, have set the bar even higher for profit-conscious corporate America.
“We have always supported our employees and fostered a culture of inclusion and respect – this includes the right to marry whomever they choose and to have that union legally recognized,” said Deborah P. Majoras, P&G’s chief legal officer and executive sponsor to GABLE – the company’s gay, lesbian, bisexual and transgender-allied employee group.
The company weighed potential losses from angry customer fallout and decided the reward of supporting their LGBT employees and LGBT people everywhere outweighed any potential risk.
Their decision reflects an impressive history of inclusion within the company.
22 years ago in 1992, P&G first introduced anti-discrimination language into their equal employment opportunity clause. In 2001 they began offering full benefits to domestic partners, and in 2010 decided to include transgender transition benefits in their health package.
They’ve proven that the market can (and should) evolve alongside the rest of society. Meanwhile they continue to focus on their products, and with brands like Tide, Bounty, NyQuil and Crest, it’s hard to imagine sales slowing down by showing the LGBT community support.