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Led by Rod Little, CEO
We are a company of people—a global team of 6,800 visionaries, doers, and makers. With more than 25 brands in our portfolio, we bring joy to more than 50 countries, keeping a keen eye on efficiency and sustainability. We’re also passionate about maintaining a diverse, inclusive, and respectful environment where our teammates can thrive.
Edge is an expression of our drive to always be at the forefront of innovation—empowering us to deliver meaningful advantages over competitive products. It evokes the rich heritage of our largest global business, shaving, which is quite literally about putting an edge on blades.
Well is a reflection of our ultimate goal, as a personal care business, to deliver well-being to the people who use our products. It speaks to our commitment that everything we create is well-designed and well-made.
Together, they form the perfect name: Edgewell Personal Care. The innovative challenger in the world of personal care products.
Our CEO, Rod Little, is very transparent in Leadership connections (which are Directors and above) as well as Town Halls/All Hands meetings. He not only shares his vision of the future, but also invites questions and feedback and shares where he also has concerns or uncertainty. His leadership style and the people whom he develops into leaders in this organization drive confidence in our future.
I know this may oversimplify it to say "they just do", BUT they really do. Not only are they on the website and walls of the buildings, BUT we always use them to make decisions and hold each other accountable. When teammates see the leadership living the values AND doing or NOT doing something b/c of the values, it drives alignment.
Our CEO definitely uses our Values and Behaviors to make decisions. When there is a major decision, he is very clear about sharing how he arrived at that decision, what collaborative conversations were had and which principles were used to pressure test said decision. I've seen things delayed or changed if there was misalignment to our values.
Having TRGs (Teammate Resource Groups). Our CEO hosts town halls where anyone can ask questions (and up vote or down vote). We have internal social media (Viva Engage) where teammates can share and give feedback on goings on throughout the company. We have an annual Global Experience Survey.
We have some ways that we support collaboration. 1) How We Meet. We have developed a toolkit to allow teammates to meet in ways that are efficient and effective. We also have some starter questions that help you consider, can this be a MS Teams chat or email OR does this need to be a meeting? 2) In-Office Days. We know that COVID taught us how to pivot to a work-from-home environment, but there is a lot to be said for the casual water cooler...
I'm not sure anymore if these are unique or widespread:
We support transitioning teammates (Transgender Teammates who wish to have gender affirming surgery)
We support IVF, Menopause Support and Postpartum Support
We have nursing stations (for lactating teammates who wish to pump during the day)
We have EAP (Employee Assistance for a myriad of support, mental health, legal, etc.)
We also have annual bonuses (business-dependent). Sites can develop local bonus structures based on their specific metrics
In the US, we have increased Family Leave (for the non-birthing parent)
We are Edgewell. A growing family of innovators, doers, and makers all united in the goal of working together to create outstanding personal care products and trusted brands for our consumers around the world. We take care to cultivate a diverse and nurturing culture where good ideas thrive and individuality is recognized. We invest in our People and find delight in the celebration of team and individual successes. We’re mindful about everything we create and serious about caring for our people, planet, and everyone who shares it.
At Edgewell, we make useful things joyful.
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