#CulturePH - P&G Beyond Boundaries: LIMITLESS potential through the vision of Jeanna Conroy

Leading employer Procter and Gamble (P&G) Philippines recently debuted their "LIMITLESS" program and Persons With Disability (PWD) Network at the Manila Service Center (MSC). P&G, which is well known for promoting an inclusive culture, is currently exploring ways to promote workplace inclusion for people with disabilities. The program also attempts to help the business and its workers gain confidence around disabilities.

P&G Manila Service Center PWD Network
Leader Jeanna Conroy discusses the initiative and her own personal experience. Conroy began working for P&G in 2009 as a procurement process owner. She is currently the company's senior manager for Treasury and Banking Services. When she was just four years old, retinoblastoma, a cancer that began in her retina, was identified as her condition. This required her to have her left eye removed, resulting in total blindness in her left eye. She uses a prosthetic eye which is prone to infection. She also does not have 3D vision, making it difficult for her to visually measure distance.

Conroy used to conceal her impairment in order to blend in more in her former job before joining P&G, frequently donning large-rimmed glasses or applying heavy eyeliner. Because she did not want people to feel sorry for her, look at her prosthetic eye, or ask her to explain her "lazy" eye, she tried to conceal what they would see as a defect.

Being part of a business that consistently promotes an inclusive and egalitarian workplace culture, such as P&G, where disability inclusion is currently being implemented, means a lot to Conroy.“I am grateful to P&G for allowing me to express myself and showcase my accomplishments at work. The fact that I was blind in one eye was never brought up in interviews or as an issue in my day-to-day work,” shares Conroy.

People with disabilities have access to a network and support system through the LIMITLESS initiative and MSC PWD Network. It makes it possible for insightful sharing and representation. "The MSC PWD Network gives assistance and can give them a voice for employees who have more severe disabilities than mine, for individuals who might feel stigma strongly and intentionally hide their handicap," continues Conroy.

Conroy emphasizes that PWDs might feel awkward sharing some topics with their supervisors and coworkers. To ensure that PWD employees have an equitable opportunity to perform at their best, be successful, and thrive at work, the MSC PWD Network offers a support system with advocates who may raise insights, needs, and concerns. It encourages workers to achieve success and transcend their disabilities.

Conroy shares, “As we returned to office, we listened to the concerns and accommodations needed by our colleagues with disabilities. One example was the need for a Filipino Sign Language interpreter during company events. Through the PWD Network, we were able to voice this need so all colleagues can fully engage without barriers at our company events.” 

To create equal accessibility and opportunity, P&G also practices using software applications and their features such as live captioning and other visual accessibility tools so that hiring managers, interviewers and employees can leverage these features to successfully conduct interviews, trainings, and meetings with colleagues and applicants with disabilities. 

“It is important for companies to be intentional about programs and policies that provide awareness and education for all employees to be disability confident and inclusive.  It makes PWD colleagues feel valued, included and able to perform at our best.  It also helps all employees be more confident about how to interact and work with colleagues with disabilities,” cites Conroy.

The MSC PWD Network recently organized trainings on Digital Accessibility and Neurodiversity.  It will execute more capability sessions in the coming months to further advocate disability confidence among all employees.  P&G also practices reverse mentoring among PWD employees and their colleagues as a form of education and engagement. It helps teammates understand things from a PWD’s perspective. 

Conroy shares, “With P&G’s various programs that empower PWDs and educate all employees, I became comfortable enough to wear my disability like a badge of pride. I’m thankful for how P&G employees welcome, include, and value everyone's input and involvement. I’ve never come across a situation in P&G where my physical appearance was a detriment to my results, my chances for promotion, or my inclusion in any group. Every day, I find it to be a driver of success that someone like me is valued in P&G.” 

P&G has ben an industry thought leader for equality and inclusion in the workplace and beyond. Recently, P&G Philippines was recognized “Top Employer of the Year” Grand Winner and “Diversity Company of the Year” Circle of Excellence Awardee at the 2022 Asia CEO Awards. Last year, the Company was also awarded the highest recognition for the gender-inclusive workplace category in the prestigious United Nations Women’s Empowerment Principles (UN WEPs) Awards in the Philippines.

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