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Diversity, Equity & Inclusion
Building a More Diverse and Inclusive Workforce
Ecolab’s commitment to diversity, equity and inclusion (DE&I) reflects our longstanding value of working together to integrate diverse perspectives to challenge ourselves, reach our goals and do what’s right.
Creating More Inclusive Communities
Creating More Inclusive Communities
Creating More Inclusive Communities
Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All
Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All
Supporting a Diverse, Equitable and Inclusive Workforce with Opportunities for All
We Continue To Take Steps To Promote Diversity, Equity
and Inclusion in Our Organization By:
- Setting ambitious goals and reviewing our progress monthly
- Continuing to provide equal pay across gender and race for associates who undertake the same work, at the same level, and with the same performance and experience
- Integrating diversity and inclusion practices, training and diagnostics throughout all of our people processes, from talent selection to leadership development
- Supporting a vibrant community of Employee Resource Groups (ERGs) to connect engaged, emerging leaders with professional development opportunities
- Embedding DE&I best practices in training for all of our people managers, providing support and guidance for interviewing and selecting candidates
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 2022 EEO-1 Report under the "Equal Employment Opportunities" section of our Policies & Positions page.
The Black Leaders Forum (BLF) is an internal group founded in 2017 that prioritizes open and honest dialogue with top leaders to create a supportive community that develops emerging AA/African leaders.
Comprised of more than 30 director and executive-level associates of AA/African descent, the Forum has created an impactful mentorship program which pairs BLF executives with high potential AA/African associates aspiring to grow into leadership positions.
Since its launch, program participation has increased by 60% resulting in an increase in the number of AA/African associates in our leadership pipeline.
2022 Milestones and Achievements
36%
Increase in female
and BIPOC* executives
since 2018
37%
Of all new management-level
hires globally
were women
37%
Of all new management-level
hires in the U.S.
were people of color
> 33%
Of global workforce
have participated in
Allyship in Action training course
150%
Increase in
spend with diverse
suppliers since 2020
5 Years
Of partnership and progress
with our Executive Diversity, Equity
and Inclusion Council
* BIPOC stands for Black, Indigenous and People of Color
Read Our Corporate Responsibility Report
Explore Our 2030 Impact Goals
2022 Employee Data
We are committed to improving diversity among our employees at all levels, including among management and leadership positions.
Global Gender Diversity
2022 Representation
All Global Employees
- 70.7% Men
- 27.6% Women
- 1.7% Not Specified
Global Management Employees
- 73.2% Men
- 26.5% Women
- 0.3% Not Specified
Racial and Ethnic Diversity in the U.S.
2022 Representation
All U.S. Employees
- 66.5% White
- 31.4% BIPOC
- 21.5% Not Specified
U.S. Management Employees
- 79.0% White
- 19.5% BIPOC
- 1.5% Not Specified
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.