It’s important to us that Haleon is a place where all our employees feel they truly belong and can bring their whole, authentic selves to work, every day. 

We are committed to creating a diverse, inclusive and respectful workplace, and view this as key to achieving our purpose: to deliver better everyday health with humanity.

As part of our responsible business strategy, we are dedicated to ensuring our business reflects the diversity of the consumer and communities who rely on our products every day.

We recognise that a global business like ours needs to represent and embrace diverse views and experiences from all walks of life to understand and meet the needs of consumers around the world. 


We’ve introduced a number of focused initiatives that incorporate key areas of diversity.

Our market-leading Global Parental Leave Policy gives all new parents, regardless of gender or sexuality, where they live, or how long they have worked with us, 26-weeks fully paid leave. It means that all employees, whether having a child biologically, via surrogacy or through adoption, do not have to choose between raising a young family and progressing their careers.

Our Global Caregivers Policy offers four weeks of paid leave within a calendar year for employees needing to care for a critically ill family member. This applies to all employees who have a permanent role with us, no matter which country they live in on or how long they’ve worked for us. With caring responsibilities often falling to women, this is another policy which we expect to have a positive impact on women’s careers and progression at Haleon.

Employee Resource Groups

To give our employees a voice in convening action and contributing to positive change across our company, we’ve established four global Employee Resource Groups (ERGs) focused on the following:


  • Race/Ethnicity
  • Disability
  • LGBTQ+
  • Gender

Spotlight on Haleon’s Global Pride ERG

Our DEI Goals

Over time, we’re aiming to develop a leadership position on DEI initiatives and policies.

So far, we’ve committed to:

  • Achieving gender parity in our leadership community globally by 2030.
  • Aligning our gender goals to leader’s individual incentives and Long-Term Incentive (LTI) pay-outs.

As we continue to embed and evolve our existing DEI initiatives and goals, we’ll be setting broader targets and exploring ways in which we can support other areas of diversity.


Our DEI Progress

As a recently launched company, we recognise that DEI is an area that we will continually need to prioritise. So far, since our inception we’ve:

  • Been recognised by FTSE Women Leaders Review as one of the top ten performers amongst the UK FTSE100 in 2022 for gender balance and women’s representation.
  • Launched our Global Parental Leave Policy and Global Caregiver Policy.
  • Used data and analytics to strengthen our recruitment practices, where legally permitted.
  • Recruited from more diverse talent pools and channels.
  • Embedded inclusion and diversity in talent management frameworks and processes.
  • Established four global ERGs on ethnicity, gender, LGBTQ+ and disability.
  • Embedded DEI into learning and development – including annual inclusion and diversity training for all employees and modules on representation and unconscious bias.
  • Established and launched a diverse leaders talent program – focused on building future diverse leaders.
  • Published Gender Pay Gap reports (where local laws requires them).
  • Established a Global DEI Council, which meets quarterly to set priorities and drive accountability to initiate, fund and oversee the implementation of our global DEI activities.