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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
We’re leveraging our leadership position to exemplify how to listen and act on behalf of communities who have historically been left out. We work to:
- Collaborate with external partners and community leaders to educate ourselves about relevant social and civic issues
- Work to steer our suppliers toward equitable practices, and lobby governments for reform
- Fund initiatives within communities to make change real at a local level
Hear from Tina Grant, Human Resources Director, on advancing allyship through conversation.
Hear from Marina Pariseau, Ecolab’s VP of Diversity, Equity and Inclusion on the future of DEI at Ecolab.
We support programs and initiatives that protect people and nature in the communities in which we live and work.
Ecolab CEO Christophe Beck shares a message after the Derek Chauvin verdict.
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
Following the death of George Floyd in our headquarters community of Saint Paul, MN in 2020, we pledged to provide more frequent opportunities for real conversations about race and to build a more inclusive culture across all our non-majority employee groups. Stemming from this commitment, we held two Day of Understanding events focused on race and gender.
In August 2020, we held our first Day of Understanding event to facilitate dialogue about racism against Black and African American people in the U.S. More than 4,500 associates attended a town hall and 1,800 participated in small group breakout sessions led by senior business leaders. And in January 2021, we continued the conversation with a focus on women at work, gender equality, allyship and inclusion drawing over 8,500 participants to a town hall and more than 3,500 to breakout sessions.
And, to help associates have ongoing conversations, build trust and be better allies to those who face discrimination, over one quarter of our global workforce has completed an online Allyship in Action training course.
2020 Milestones and Achievements
40%
increase in female
and BIPOC executives
since 2015
Double-digit
increase in Employee
Resource Group (ERG)
membership in 2019
Partners
with Twin Cities
Rise and Water.org
to advance opportunity
Recruitment
diversity recruitment with
HBCUs, Hispanic Serving
Institutions, and more
x2
double our 2020 spend
on diverse and minority-owned
suppliers by 2022
Suppliers
focused on equitable
partnerships with a new
Supplier Diversity team
2020 Employee Data
We are committed to improving diversity among our employees at all levels, including among management and leadership positions.
Global Gender Diversity
2020 Representation
- 72.2% Men
- 26.8% Women
- 1.0% Not Specified
- 75.6% Men
- 24.3% Women
Racial and Ethnic Diversity in the U.S.
2020 Representation
- 71.1% Non-minority
- 27.1% Minority
- 1.8% Not Specified
- 81.4% Non-minority
- 17.3% Minority
- 1.3% 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.
Here are the scores for 2020 :
- Ecolab SNC : 77/100
- Ecolab Pest France : 92/100
- Anios : 91/100
- Nalco : 83/100
- Ecolab Production : 89/100
- Soluscope : 91/100