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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.
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 2020 EEO-1 Report under the "Equal Employment Opportunities" section of our Policies & Positions page.
Building an inclusive environment with strong allyship for women in the workplace is a business imperative for Ecolab. Women play a critical role in how we cultivate a truly diverse and inclusive culture, and we know we cannot succeed without their voices, perspective and leadership.
In 2021, we again held a Day of Understanding event with a focus on women at work, gender equality, allyship and inclusion. The event drew more than 8,500 participants to a town hall with more than 3,500 to breakout sessions.
Ecolab is committed to increasing gender diversity at all levels of the organization, and the company sets targets for every team in terms of diversity, equity and inclusion. By enhancing our approach, Ecolab made strong progress toward its goals in 2021. At Ecolab, we understand that it’s critical to continue to develop the leadership pipeline for women, particularly women of color, if we’re going to realize significant gains toward building a truly equitable and inclusive workplace for women.
2021 Milestones and Achievements
50%
Increase in female
and BIPOC* executives
since 2016
38%
Of all new management-level
hires globally
were women
35%
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
96%
Increase in year-over-year
spend with
diverse suppliers
4 Years
Of partnership and progress
with our Executive Diversity
and Inclusion Council
* BIPOC stands for Black, Indigenous and People of Color
2021 Employee Data
We are committed to improving diversity among our employees at all levels, including among management and leadership positions.
Global Gender Diversity
2021 Representation
- 71.5% Men
- 27.8% Women
- 0.7% Not Specified
- 74.3% Men
- 25.5% Women
- 0.2% Not Specified
Racial and Ethnic Diversity in the U.S.
2021 Representation
- 68.7% White
- 28.9% BIPOC
- 2.4% Not Specified
- 79.8% White
- 18.8% BIPOC
- 1.4% Not Specified
Recognition for Our Leadership
in Diversity, Equity, and Inclusion
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.