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Unformatted text preview: typing were partly responsible for
the lack of women in management positions and
their high rate of turnover.
2. One of the most important programs that P&G
implemented was a program called “Mentoring
Up,” which turned the mentoring concept on its
head by having junior women “mentor” senior men on issues affecting women. The idea meant
that the women of P&G would set out to change
the P&G culture literally one manager—and one
man—at a time. The second thing that P&G did
was to make it clear to its female employees that
they could have a career at the company. They
set goals for women in management including a
goal of 40 percent women at each level of brand
management by the year 2005. They also
designed female-friendly benefits, and launched
an internal “advertising campaign” to convince
women that they could succeed at P&G. Women
now account for nearly a third of the vice-presidents and general managers in the company’s
advertising and brand management ra...
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This document was uploaded on 03/27/2014.
- Spring '14