As David Taylor prepares to take up the post of CEO at Procter & Gamble on November 1, 2015, analysts are already speculating about his successor.
According to a report published by Cincinnati.com, the FMCG giant could be poised to appoint its first female boss. Procter & Gamble has the highest number of female senior executives among the US’ largest companies, according to an Enquirer analysis of Bloomberg data, with women accounting for 38 percent of top roles.
Outgoing CEO A G Lafley is credited with pushing the advancement of women within the company. As Lori Hudson, a Portfolio Manager at Bahl & Gaynor, noted in an interview with Cincinnati.com, “Women tend to be the buyers of beauty products and diapers. Having top women as executives brings an important perspective, especially when you’re selling so much to women.”
P&G recently announced the appointment of Fama Francisco as Global Head of Feminine Care, effective November 1, immediately putting her in the running to become P&G’s first female CEO, together with her fellow high-ranking female executives: Chief Information Officer Linda Clement-Holmes; Mary Lynn Ferguson-McHugh, Group President of Global Family Care; Kathleen Fish, Chief Technology Officer; Colleen Jay, President of Specialty Beauty Businesses; R Alexandra Keith, President of Global Skin and Personal Care; Deborah Majoras, Chief Legal Officer and Secretary; Valarie Sheppard, Senior Vice President, Comptroller and Treasurer; and Carolyn Tastad, Group president of North America Selling & Market Operations.
“It’s just a matter of time. I don’t think it will be very long, there are some very bright women with huge jobs at P&G that are just a step away from being CEO,” Valerie Newell, Chaiman and Managing Director of Riverpoint Capital Management, told the website.
Source: Global Cosmetic News
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A desire from younger workers to earn high salaries early in their careers is a desire based on needs and not wants, data suggests. When asked about the main reasons for compensation increases, 31% said to pay for all their bills and expenses and 25% said to save money for the future.
At a recent training I was facilitating, I invited people to ask me anything anonymously using polling technology. While the questions always give me great insight into where people are struggling with issues of diversity, equity and inclusion (DEI), this question seemed more universal: “What do I do if my manager is not inclusive?”
