18% of the managers hired by Procter & Gamble last year were multicultural women.

Sometimes the best testament to a company is not who joins it but who stays. Since 2005, an astounding 95% of multicultural women have chosen to remain with this consumer products company. What’s more, women of color in VP or general manager positions are now 50% more likely to advance than they were three years ago. Making these great odds even better is a wealth of coaching, development and networking initiatives. But support from CEO A.G. Lafley has equal impact. How much does his company care? The stock options of its top 30 execsare tied to their ability to meet diversity recruitment and promotion goals.

 Multicultural Women: 8%
Multicultural Women Managers/Execs: 9%

Chief Diversity Officer: Moheet Nagrath

Hires who are multicultural women: 12%

Hires who are multicultural men: 13%

Multicultural women managers/execs: 9%

Multicultural men managers/execs: 12%

Top 20% earners who are multicultural women: 6%

Top 20% earners who are multicultural men: 12%

Multicultural women on board of directors: 0%

Offers formal compensation program to reward managers who specifically help multicultural women advance: YES

Rates managers on the number of multicultural women employees advancing: YES

Uses outside recruiter to focus on finding multicultural women candidates: NO

Offers support groups specifically for multicultural women: YES

Offers mentoring programs specifically geared toward multicultural women early in their careers: YES

Offers sponsorship program specifically geared toward multicultural women early in their careers: YES