Diversity & Inclusion

Frequently Asked Questions

• How does leadership support diversity and inclusion?

  Leadership is vital to embedding our culture and achieving strong and sustainable performance. Our Global Inclusion Board, chaired by our CEO, drives our inclusion agenda and focuses on increasing leadership accountability for creating and sustaining an inclusive culture. The Board drives strategic oversight, delivery, monitoring, and reporting of our inclusion agenda, aligned to our purpose. The Global Inclusion Board’s membership is made up of leaders as well as senior sponsors of our four global ERGs, enabling the Board to make informed decisions based on our people’s voices and needs.

  We expect our leaders to role model inclusion daily and our management and leadership programmes include a focus on leading inclusively. The Reckitt ‘Inclusive Actions’ were launched with senior leaders in 2024 and this work will continue into 2025 and beyond. Reckitt’s Inclusive Actions focus on building diverse teams, active listening, inviting multiple perspectives into decision-making and recognising individual contributions.

• Do you track pay equity?

  Gender pay reporting is the most commonly required pay transparency measure across Organisation for Economic Co-operation and Development countries, with 55% of member countries mandating large companies to disclose their gender pay gaps. We’ve been disclosing gender pay data since 2017 in the UK, where businesses are required to disclose mean and median gender pay gaps. We also voluntarily report data for nine of our largest markets, including Brazil, China, Hungary, India, Indonesia, Mexico, Poland, Thailand and the USA. Collectively this covers around 65% of our workforce. As a responsible corporate citizen we believe we must role model the change we want to see. We report on both the median and the mean pay gaps, which provide a comprehensive view of gender inclusivity in our businesses globally, at all levels.

• How do you attract diverse talent?

  We partner with diverse recruitment networks, such as MyGWOrk, use inclusive job descriptions, and implement unbiased hiring practices to reach and attract talent from all backgrounds.

• How do you create an inclusive workplace culture?

  We want everyone to be able to fully contribute to our business and be supported to thrive. We believe that we are stronger together. Established in 2021, Reckitt’s conversation series ‘Stronger Together’ continued throughout 2024. These sessions shine a spotlight on diversity and inclusion topics, airing issues that matter to our people and including personal stories from colleagues. Run on a global basis, with many others held locally and regionally, the conversations share inspiring and challenging stories around the intersectionality of sexuality, disability, ethnicity, caregiving responsibilities, mental health and other experiences such as living with cancer.

• Do you provide unconscious bias or inclusion training?

  ‘Inclusion at Reckitt’ is part of our employee onboarding, outlining clear expectations of respectful and inclusive behaviour. The training module equips people with examples of inclusion in practice and encourages self-reflection throughout.

  Our efforts towards everyone taking responsibility for building a fair and inclusive culture are supported by our global conscious inclusion programme. The programme includes a focus on valuing diversity, mitigating bias, micro-messaging and allyship. It gives teams the opportunity to workshop and explore the role we all play in creating a more inclusive workplace.