Engagement

PPG people do better today than yesterday, every day.

Engaged employees are the cornerstone of our success. Their dedication and expertise drives our quality, safety, performance and growth. Through our collective insights, we create a company where everyone can thrive, deliver and grow.

4.22

Maintained 2023's record setting engagement score of 4.22

2024

Gallup Exceptional Workplace Award

400K+

unique awards through the One PPG Recognition & Rewards Program

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 the common language of engagement has been powerful as a change management tool to monitor how strategies are landing and impacting employees.

Throughout 2024, we focused on fostering conversations about employee engagement regularly. We encouraged 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 to provide PPG staff across the company with more detailed results from our annual Employee Voice Survey, as we believe that transparent communication of the survey outcomes helps us address employee concerns more directly. These adjustments are aimed at helping our people leaders create more space for ongoing, high-quality conversations that support continuous improvement toward our growth culture.

This integrated approach to employee engagement is paying off. We've seen improved engagement in employee groups that had been identified as a priority, including our frontline leaders. We were also recognized with a Gallup Exceptional Workplace award for the third consecutive year, in recognition of our efforts to put the engagement of our people 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.

Group of PPG employees gathered holding globes

Employee Resource Networks: Encouraging a culture of belonging

At PPG, our Employee Resource Networks (ERNs) play a pivotal role in cultivating a sense of belonging among our workforce. These networks provide valuable opportunities for all employees to connect, collaborate and support one another in their personal and professional development. Every employee is eligible to join or participate in any ERN.

The Black Employee Network hosted an enlightening session with Dr. Gina Page, inviting all employees to explore the rich cultural heritage of Africa through the ancestry DNA of PPG employees.

The Latino Employee Network (LEN) and the Asian Employee Network (AEN) facilitated interactions with executives from diverse industries. LEN welcomed Guillermo Novo, a member of PPG's Board of Directors, who emphasized the significance of cultural diversity, particularly the contributions of Latin American and Hispanic cultures, as essential assets for PPG’s growth in an increasingly global marketplace. The AEN organized a panel discussion featuring Bhaskar Ramachandran, PPG chief information officer, alongside executives from Albemarle, PNC, and Buchanan Ingersoll. This event provided insights into their career journeys, leadership challenges and strategies for overcoming obstacles.

The LGBTQ+ Network established a parent support group and allyship mentoring circles to create a safe and supportive environment for parents and allies to share experiences and connect with one another.

The Cross-Generational Network celebrated Global Intergenerational Week to encourage people of all ages to connect and form lasting relationships. Learn more in the Learning and Leadership Development section.

The Veterans Employee Network led efforts to celebrate veterans at various U.S. facilities. Employees were invited to meet several military leaders, who shared insights about their bravery, courage and sacrifice they made for the country. They also highlighted how PPG and their fellow colleagues can help all veterans reach their full potential. Learn more in the Learning and Leadership Development section.

The Women's Leadership Network celebrated Women's Health Month, dedicated to promoting physical, mental and emotional wellbeing among women. Learn more in the Wellness section.

The Abilities First Network drew attention to hidden disabilities in the workplace, where over 900 employees learned about the organization, Hidden Disabilities and their Sunflower program. Learn more in the Wellness section.

Through these initiatives, PPG's ERNs enhanced employee engagement and contributed to a more inclusive workplace, driving our commitment to sustainability and social responsibility.

Two female PPG employees discussing information from notebook

Fostering inclusivity

A key component of our engagement strategy is making sure everyone at PPG feels like they belong within the company's culture. Our focus on promoting inclusion and belonging contributes to an increasingly motivated and loyal workforce, reducing turnover costs and increasing productivity.

Across the 70+ countries where PPG operates, we offer a range of different training and engagement activities focused on inclusivity. These optional programs include:

Listen & Learn sessions, where senior leaders share their perspectives on a range of topics and offer an outlet for employees to ask questions.
Employee Resource Networks (ERNs) provide PPG employees spaces to celebrate various cultures, backgrounds, abilities and lived experiences. Each of our eight ERNs are open to all employees at PPG. The groups support their members’ learning and development, organize volunteer events in their local communities and collaborate to support PPG business strategies.
Learning journeys offer voluntary training programs that help employees and leaders enhance their inclusion and belonging skills. These programs cover essential topics such as authenticity, transparency, trust-building, team development and techniques to leverage diverse styles, abilities and motivations. This approach aims to improve team collaboration and foster innovative solutions.

Content sharing and cross-functional collaboration

This year, we launched a new internal website that offers PPG employees access to a simple, 'one-stop shop' for specialized engagement tools and resources. We also supported our HR business partners in developing and sharing content aimed at driving engagement across the business as part of our routine employee communications.

To support high-level visibility into engagement activities, business unit leaders have been tasked with developing their own action plans and sharing progress updates with our engagement team throughout the year. In 2025, we will be collaborating more deeply with HR and business leaders to support them in developing action plans specific to each business unit and function.

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. In 2024, we redesigned our external careers site to provide an intuitive interface, comprehensive resources and engaging content that highlights PPG's dynamic work environment and diverse career opportunities. Additionally, we launched a talent community aimed at enhancing the experience for prospective candidates. This community is designed to foster connections with individuals who want to stay engaged and connected with PPG for future career opportunities.

In 2024, the overall turnover rate was 18.5%, a 2.4% decrease from 2023. We expect this improvement was a result of a stabilized labor market and our continued efforts to engage our employees, as noted above.

In response to trends identified in our previous Employee Voice surveys, we have been working to improve engagement of our frontline employee population. This has included a compensation review, comprehensive onboarding program and concentrated efforts to create a more growth-oriented environment for our people. We have seen improvements in engagement from these activities, with 92% of new frontline hires reporting feeling well-prepared to excel in their roles. We will continue to focus our efforts to drive improved retention of our frontline employees through 2025.

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

Turnover Rate

_{Scroll right to view further data »}

	2024	2023	2022	2021	2020	2019
Overall	18.5%	20.9%	22.8%	20.0%	17.6%	18.1%
Voluntary	13.2%	15.0%	17.4%	15.2%	11.7%	13.0%
Involuntary	5.3%	5.9%	5.4%	4.8%	5.8%	5.1%

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

Our approach to engagement

Our Culture: The PPG Way

The PPG Way aims to enable, empower and encourage each employee to embrace our company culture. The six core tenets of The PPG Way embody a culture of ownership, empowerment, and inclusiveness. They serve as a roadmap for all employees as we strive to achieve our purpose of protecting and beautifying the world. The PPG Way was launched in 2019, and has consistently guided our efforts since its introduction.

We have an ongoing focus on the six tenets of The PPG Way throughout the organization by training that inspires and aligns our people. We recognize the critical influence that leadership has on culture, and emphasize that our people leaders should embody this approach. We also translate our culture into concrete leadership skills and behaviors through the PPG Way to Lead.

Listening to our people

We believe that a highly engaged workforce is best created and sustained through candid and continuous dialogue. We focus on improving personal connections between people leaders and their teams by encouraging management to have frequent, quality conversations with their direct reports. We provide people leaders across the company with training on how to facilitate these conversations and deliver actionable performance feedback on an ongoing basis.

PPG's partner for employee listening is Gallup, an American multinational analytics and advisory company that provides management consulting to organizations globally. Our listening strategy includes a variety of methods to collect company-wide feedback throughout the year, including regular surveys. Our annual PPG Employee Voice survey and a topical and strategically focused mid-year pulse survey help us to understand trends within the organization and measure individual performance of our people leaders. Results and key insights are shared with senior leadership and all people leaders, who are expected to share their respective survey results with their teams. People leaders then develop action plans based on their teams' results to continue to improve employee engagement.

Employee Voice Survey results are also a part of the overall scorecard used to evaluate our managers' performance. In addition to the employee engagement data, leadership accountability index, inclusion index and safety index data are collected via the survey to provide valuable evidence for leaders' people management outcome. Internal research has shown that the factors measured by these indices have direct impacts on team performance, safety and productivity. They are incorporated into people managers' annual performance reviews to ensure accountability.

Recognition

We understand that recognition is an important contributor to employee engagement. To recognize employees for the impact of their contributions, we have a range of formal awards programs focused on excellence in sales, sustainability, health, wellness, community engagement and other core areas. Our employee recognition program, One PPG Recognition & Rewards, allows employees to show their appreciation for their colleagues. Employees receive either a simple thank you message or rewards points that can be redeemed for gift cards and other items.

Leadership development and accountability

PPG's employee engagement activities are fully aligned with our leadership competency model: The PPG Way to Lead. We use specific metrics from our annual Employee Voice survey to create PPG's leadership index – an evaluation rubric to track how people across the company are growing their leadership skills. The leadership index helps us identify opportunities to enhance leadership performance and team engagement across the organization. We often review individual skills and responsibilities and have the ability to shift leaders into positions that better align with their unique skill sets.

Attraction and retention

Turnover rate is another measure that we consider alongside the results of our engagement surveys. We work to understand the causes of voluntary turnover and remedy issues where they arise. As part of our annual review process, PPG's talent acquisition and Total Rewards team conducts a compensation review of our frontline workforce, where turnover is highest, to ensure our employee value proposition is in line with the rest of the market.