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Diversity, Equity & Inclusion
Building a More 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.
Creating More Inclusive Communities
Creating More Inclusive Communities
Doing the right thing the right way means that we practice inclusivity, rigorously, every day. We consistently provide associates with opportunities to connect, listen and learn about our differences and to build empathy, understanding and allyship for one another. And we continue to take steps to embed a culture of inclusion throughout our company so that it shows up in how we:
- Attract and cultivate top talent
- Create respectful, inclusive workplaces that allow for a multitude of perspectives
- Do business with our customers and suppliers
- Leverage our relationships within the communities we serve to promote equitable access to opportunity
Embracing Authenticity: Our Drive to Create a Culture of Belonging
Dexter Davis, Vice President, Global Diversity, Equity and Inclusion, shares the core tenets guiding Ecolab’s diversity, equity and inclusion efforts.
How Ecolab is Advancing Pay Equity
Pay equity is a core, fundamental commitment at Ecolab.
Supporting Communities
We support programs and initiatives that protect people and nature and have a positive impact in the communities in which we live and work.
Ecolab Again Receives Human Rights Campaign Foundation’s Equality 100 Award
Ecolab was named an “Equality 100 Award” recipient on the 2023 Corporate Equality Index (CEI), for the 11th consecutive year.
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%
Of management-level
associates identified
as female
20%
Of management-level
associates identified
as people of color
39%
Of all new management-level
hires globally
were women
27%
Of all new management-level
hires in the U.S.
were people of color
Nearly 40%
Of global workforce
completed an Allyship in Action
training course
26%
Increase in spend
with diverse suppliers
year-over-year
* BIPOC stands for Black, Indigenous and People of Color
Read Our Growth & Impact Report
Explore Our 2030 Positive Impact
2021 Employee Data
We are committed to improving diversity among our employees at all levels, including among management and leadership positions.
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