Engagement

Engaged employees are the cornerstone of our success. Through their collective insights, we create a company where everyone can grow, deliver and thrive.

Fostering a culture of engagement

Engagement is a common language and concept across the organization. Throughout the course of a year, the business can face a variety of challenges, internally or externally, and we know that this shared language has been powerful as a change management tool to monitor how strategies are landing and impacting employees.

In 2025, we achieved a record-setting engagement score of 4.24 and overall participation in engagement activities increased to 89%. We achieved these results by encouraging leaders to check in on employee engagement in regular one-on-one meetings, in addition to surveys and annual action plans. We have also started providing PPG staff across the company with more detailed results from our annual Employee Voice Survey, as we believe that transparent communication of the outcomes helps address employee concerns more directly. These adjustments help our people leaders create more space for ongoing, high-quality conversations that support continuous improvement.

Our integrated approach to employee engagement continues to yield strong results. We've seen improved engagement in employee groups that we had previously identified as a priority, including our frontline leaders. We also received the Gallup Exceptional Workplace award for the fourth consecutive year, recognizing our efforts to place employee engagement at the center of our business strategy. Gallup research consistently demonstrates that highly engaged teams lead to better business outcomes, including higher profitability, productivity and employee retention.

Listening journey to support our new culture initiative

In 2025, the engagement team played a key role in supporting the development of PPG's new culture initiative, a cross-functional effort aimed at strengthening our culture and building a more modern, energized PPG. Recognizing that culture change is a multi-year journey, teams partnered across the organization to help shape a roadmap that emphasizes transparency, frequent touchpoints and measurable improvements. Listening and employee insights helped ensure the refreshed culture reflects the PPG employee experience.

The PPG Way 2030

Recognizing and learning from top performers

In 2025, we focused on learning from leaders who consistently demonstrate strong performance across our engagement metrics. PPG seeks to develop an engaged talent pool, as evidenced by the more than 1,220 leaders who scored in the top quartile for engagement for two or more consecutive years. Our engagement team works with HR business partners and business leaders to celebrate these leaders at monthly meetings, town halls and other onsite events. These efforts not only recognize top performers but also enable us to capture learnings and document best practices.

Each year, we recognize the achievements of our team members through the One PPG Recognition & Rewards Program. Through the program, employees receive a thank you or congratulatory message and reward points that can be redeemed for gift cards, travel or other items. Recipients can be nominated by their peers or leadership for living our core values. In 2025, we recognized PPG people with more than 300,000 unique awards.

Employee attraction, retention and turnover

We take a holistic view of employee attraction and retention, recognizing that engagement, benefits, compensation, inclusive work environment, growth opportunities, and more, influence the decision making of prospective and current employees. PPG leverages many forms of recruitment, including working with external agencies, to attract talent. We offer competitive and attractive packages and work to understand the hiring landscape to remain competitive in our search for talent.

PPG continues to invest in talent acquisition and retention, with a focus on frontline production and manufacturing roles where new-hire attrition is historically highest. We offer candidates an introduction to the work environment through site tours and "day in the life" videos, and support managers to onboard new hires more inclusively. These improvements have reduced early attrition rates and recruiting costs by ensuring that new employees start with an informed understanding of their job responsibilities and working conditions.

We have invested significantly in digitizing and streamlining our recruitment processes, including decommissioning legacy systems and deploying a new candidate relationship management platform. The platform enables us to manage a global talent community of more than 135,000 leads across five critical segments: production, sales and commercial, AI and IT, supply chain and early career. The platform treats talent acquisition as part of the talent pipeline, enabling recruiters and hiring managers to track candidate interactions and deliver targeted content to raise awareness of PPG as an employer of choice.

PPG has also embedded responsible innovation into our hiring process by setting clear parameters for the use of AI. Our internal "AI Use in Hiring Statement" defines the appropriate use of AI tools to improve efficiency, such as screening assistance and interview scheduling, but explicitly prohibits AI from making or influencing hiring decisions. We also provide candidates with guidance on appropriate AI use in the recruitment process. Together, these measures promote a transparent and fair recruitment experience that supports PPG's growth.

In 2025, PPG's overall turnover rate was 16.4%, a 2.1% decrease from 2024. This improvement was a result of a stabilized labor market and our continued efforts to engage our employees, as noted above.

In response to insights from our Employee Voice surveys, we have continued to prioritize engagement of our frontline employee population. We undertook a compensation review, expanded our comprehensive onboarding programs, and increased our focus on foundational leadership skill development to create a more growth-oriented environment for our people. As a result of our targeted efforts, engagement scores for participating frontline leaders at priority sites improved from +0.31 to +1.35. We will continue to build on this progress in 2026, with a sustained focus on improving retention among our frontline employees.

For more detailed information about our ongoing approach to employee engagement, see the bottom of this web page.

Turnover Rate

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_{2024 data does not include employees from divested architectural coatings U.S. and Canada and silicas businesses.}

Our approach to engagement