Shanique Bonelli-Moore, Vice President and Chief Diversity and Social Impact Officer
A leadership commitment to our teammates
A leadership commitment to our teammates
We aim to be a leader in inclusion, diversity, equity and allyship, or IDEA, because we believe diverse backgrounds and perspectives create stronger teams, unlock more innovation and — ultimately — contribute to greater societal impact. We work to ensure that our processes, programs, and opportunities are impartial, fair and provide equal possible outcomes for every person. And we expect that every member of our team is actively building the culture we expect.
To drive accountability and action, our IDEA governance structure ensures engagement at the highest levels of the organization. Our IDEA committee is chaired by our chief operating officer, and IDEA metrics are included in the corporate scorecard regularly reviewed by the board, reflecting our view that advancing IDEA is essential to our long-term business success. Our IDEA strategy development and execution is led by our chief diversity and social impact officer — a member of the Clorox Executive Committee who reports to our chief executive officer — and supported by a dedicated team of senior-level employees across different businesses and functions. Collectively, they bring to life the IDEA initiatives that help us achieve our ambition for this critical priority.
While we’ve taken initiatives to advance IDEA throughout the years — including increasing our disclosures of people of color and women representation in our workforce and leadership — we realize we can and must do more to fight racism and inequality. That’s why we’ve signed the CEO Action for Diversity & Inclusion pledge outlining actions needed to cultivate a trusting environment where all ideas are welcomed. We also joined the Business Coalition for the Equality Act as part of our long-standing engagement with the LGBTQ+ community and our partnership with the Human Rights Campaign, the largest LGBTQ+ advocacy group in the U.S.
We’ve also committed to IDEA goals as part of our IGNITE corporate strategy, focusing on the following areas where we can have the greatest impact:
We continue to conduct annual pay equity analyses and improve our processes to ensure that any pay differences among our teammates are based on factors that should matter. For our 2021 and 2022 analyses, in the spirit of continuous improvement and to stay aligned with best practices, we engaged a third-party labor economist. The work involved reviewing the pay of every nonproduction teammate for potential discrepancies and making appropriate salary adjustments to achieve pay equity in 2022.
We continue to make progress toward having more diverse representation on our board, among executive leadership* and within our overall workforce.**
- Within our board of directors, 25% of our 13 directors are people of color (vs. 18% Fortune 500 average) and 50% are women (vs. 27% Fortune 500 average.)
- 15% of our 13 Clorox Executive Committee members are people of color and 46% are women.
- 44% of our nonproduction employees and 32% of our nonproduction managers in the U.S. are people of color. Additionally, 56% of our nonproduction employees and 47% of our nonproduction managers globally are women.
- To develop a more relevant and actionable perspective of our gender and ethnic minority representation, we now publicly disclose global workforce representation based on Clorox’s job categorization and provide EEO-1 data (see Disclosures section below).
* Reflects composition as of March 31, 2023.
** Reflects composition as of June 30, 2022.
We want our teammates to feel included and supported so they thrive professionally. That is why we measure the percentage of employees who feel a sense of inclusion at work, with the goal of parity across the total company, women and people of color.
- Building on our FY20 baseline, in FY22 the inclusion index for women was 82% (+2%), people of color was 76% (+1%) and for the total company was 81% (+2%).
* A composite score for a set of survey questions we ask our employees, benchmarked against industry and/or other norms
We believe transparency drives accountability and accelerates progress on our ambition to create a more sustainable and inclusive world.