Diversity, Equity & Inclusion

Building a More Diverse and Inclusive Workforce

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.

Global Headquarters building

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


Increase in female
and BIPOC* executives
since 2016


Of all new management-level
hires globally
were women


 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


 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 

Woman wearing hard hat and goggles in power plant - Ecolab
Read Our Corporate Responsibility Report
Explore Our 2030 Impact Goals

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

Ring chart to show
All Global Employees
  • 71.5% Men
  • 27.8% Women
  • 0.7% Not Specified
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Global Management Employees
  • 74.3% Men
  • 25.5% Women
  • 0.2% Not Specified

Racial and Ethnic Diversity in the U.S.

2021 Representation

Ring chart to show
All U.S. Employees
  • 68.7% White
  • 28.9% BIPOC
  • 2.4% Not Specified
Ring chart to show
U.S. Management Employees
  • 79.8% White
  • 18.8% BIPOC
  • 1.4% Not Specified

Recognition for Our Leadership
in Diversity, Equity, and Inclusion

Learn More
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.

2021 Gender Equality Index