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Diversity, Equity & Inclusion
Fostering a Diverse and Inclusive Workforce
Our culture of inclusion and belonging is focused on supporting and engaging our associates to reach their full potential. We seek to foster a culture of belonging that reflects our longstanding value of collaborating to include diverse perspectives that challenge ourselves to reach our goals and do what’s right.
Fostering a Culture of Inclusivity and Belonging
Creating More Inclusive Communities
Creating More Inclusive Communities
Supporting a Purpose-Driven Culture
Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All
Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All
Purposefully investing in a thriving culture that honors inclusion and belonging is essential to being a purpose-driven company. As such, we strive to advance our organization by:
- More closely reflecting the communities we serve by expanding applicant pools and talent pipelines to attract, develop and retain a diverse range of talent in management roles
- Providing individuals equal access to leadership opportunities irrespective of gender, ethnicity or background
- Fostering a culture of inclusivity and belonging through employee resource groups for employees of all backgrounds
- Investing in processes and systems that deliver transparency
As a component of our 2030 Impact, we aspire to increase management-level gender diversity to 35% and ethnic/racial diversity to 25%, as we seek to have equitable representation of the U.S. workforce at all levels for our industry.
Ecolab is committed to transparency and has chosen to publicly share our Employer Information Report (EEO-1)—a compliance survey mandated by U.S. federal statute and submitted to the Equal Employment Opportunity Commission. View the latest EEO-1 Report under the “Equal Employment Opportunities” section of our Policies & Positions page.
Doubling Down on the Impact of Diversity, Equity and Inclusion
How do organizations continue to fuel innovation and drive growth?
Regardless of industry or sector, this question is always top of mind as organizations strive to deliver value for their customers through new ideas, products and processes. And there is always one common denominator for success: People. More specifically, a highly-engaged, high-performing team with diverse backgrounds and perspectives.
This vital topic was at the heart of the 2023 Strategic Employee Resource Group (ERG) Leadership Summit organized by the University of Southern California Marshall School of Business’ Center for Effective Organizations hosted by presenting sponsor, Ecolab. Together, nearly 200 ERG leaders and diversity, equity and inclusion (DE&I) professionals from more than 50 U.S. companies explored the pivotal role of ERGs in driving innovation and fostering growth.
2023 Milestones
28%
20%
39%
27%
Nearly 40%
26%
Read Our Growth & Impact Report
Explore Our 2030 Positive Impact
2023 Employee Data
Global Gender Diversity
2023 Representation
Total Global Employees
- 70.9% Men
- 28.2% Women
- 0.9% Not Specified
Global Management Employees
- 72.1% Men
- 27.6% Women
- 0.3% Not Specified
Racial and Ethnic Diversity in the U.S.
2023 Representation
U.S. Management Employees
- 78.5% White
- 7.9% Asian
- 6.3% Hispanic or Latino
- 3.8% Black or African American
- 1.7% Not Specified
- 1.4% Two or More Races
- 0.3% American Indian or Alaska Native
- 0.2% Native Hawaiian or Other Pacific Islander
Total U.S. Employees
- 65.2% White
- 13.3% Hispanic or Latino
- 11.9% Black or African American
- 4.6% Asian
- 2.1% Two or More Races
- 1.9% Not Specified
- 0.5% American Indian or Alaska Native
- 0.4% Native Hawaiian or Other Pacific Islander
Recognition for Our Leadership in Diversity, Equity and Inclusion
Gender Equality Index
Recent legislation in France requires companies with more than 50 employees to publish a gender equality index score on a scale of 100, calculated based on five criteria.
The index (l’Index Egalité Femmes-Hommes) measures different indicators around professional equality: gap in remuneration, gap in the proportion of women and men receiving an augmentation, gap in the proportion of women and men promoted, the systematic augmentation of women during maternity leave, the number of women among the highest paid in the company.
Companies with scores below a threshold of 75 out of 100 are required to define and put into place corrective measures, within three years.
2023 Gender Equality Index
INDEX 2023
Progress targets 1:
- To have at least 25% women in senior management positions by 2025
- To encourage the recruitment of the under-represented gender at top management level, the company commits to receiving, as far as possible: candidates of the under-represented gender and at least 1 candidate of each gender at the final interview
Progress targets 2:
- The company sets itself a progress objective on the indicator concerning the pay gap, consisting of obtaining a score of 40/40 at the end of 3 years, by annually reducing unjustified pay gaps, which would not be based on objective and relevant criteria, so as to ensure, for the same work or for work of equal value, equal pay between women and men.
Measures:
- Monitor and ensure the proper distribution of the envelopes allocated to increases to reduce the pay gap between women and men in the absence of an objective explanation that could justify the pay gap observed.
- Mixity on our sales teams and access for women to individual variable pay systems determined at the time of recruitment to this type of position, while ensuring fairness of pay on recruitment.