Diversity, equity, and inclusivity (DEI) in an organization help bring unique perspectives and ideas to create more innovative, productive, and resilient enterprises. It also contributes to equality of opportunity and treatment in the workplace at all stages of the employment relationship, including recruitment, retention, promotion, remuneration, and access to training and skills development.
The gender gap in organizations has narrowed over the past three decades, giving easier labour mobility worldwide. There has also been an increasing global awareness regarding the right to a dignified and respectful workplace irrespective of the sexual orientation and ethnicity of the employees, which promotes an open and inclusive workplace. However, labour market disruption due to the COVID-19 has had devastating consequences globally. According to International Labour Organization (ILO), women’s employment declined by 5% globally in 2020 compared with around 4% for men.
DEI is critical to the business performance of the consumer sector, which encompasses retailers and consumer-packaged goods manufacturers, since consumers want to buy goods that reflect their values, wants, and needs. Consumers are expecting more from brands than ever before, and retailers must honor DEI. Understanding the brand, setting DEI commitments from the top, delivering on the commitments, recruiting from diverse pools, and creating a supportive environment can all contribute to DEI.
Philip Morris International Inc (PMI) is a manufacturer and distributor of cigarettes, tobacco-related products, and other nicotine-containing products. In 2021, the consumer goods company reported 42.2% women participation in the workforce, an increase of 0.4 percentage points over 2020. The representation of women in PMI at management positions was 39.7% in 2021, an increase of 2 percentage points over 2020.
In 2021, women’s participation was 41.4% at the manager level, while at the directors level, women’s participation was 32%. In PMI’s senior leadership, women’s representation was 25.3%. The company aims to have 35% of women’s representation in senior roles by 2025 and 32% by 2023.
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