^{Shanique Bonelli-Moore, Vice President and Chief Diversity and Social Impact Officer}

IDEA

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 fair and provide equal potential outcomes for all. And we expect that every member of our team is actively building the culture we envision.

Organization

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 and strategy 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. The work is supported by the IDEA Center, a team of cross-functional subject matter experts that drives enterprisewide IDEA initiatives, and a dedicated group 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.

Commitments

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 made IDEA commitments as part of our IGNITE corporate strategy, focusing on the following areas where we can have the greatest impact:

In fiscal year 2024 we again achieved pay equity for nonproduction teammates for gender globally and race and ethnicity in the U.S.* This is one of the ways we live our value to do the right thing, plus it’s foundational to creating a fair and equitable workplace.

We conduct robust pay equity analyses to help ensure that the factors we use to determine compensation are consistently applied to all teammates, in addition to ongoing monitoring throughout the year. We also partner with a third-party labor economist to review our analyses and methodology and align to leading practices in compensation to improve our processes and policies. We’re committed to continuing to conduct annual pay equity audits and make any adjustments as necessary to ensure that any pay differences among our teammates are based on factors that should matter.

^{* There are no statistically significant differences (at a confidence level of 95%) in pay by gender globally and race/ethnicity in the U.S., accounting for relevant factors such as grade level, location and experience.}

We continue to make progress increasing diverse representation on our board, among executive leadership and within our overall workforce.*

Within our board of directors, 27% of our 11 directors are people of color (vs.  25% Fortune 500 average in 2023) and 36% are women (vs. 32% Fortune 500 average in 2023).
28% of our 14 Clorox Executive Committee members are people of color and 57% are women.
51% of our nonproduction employees and 35% of our nonproduction managers in the U.S. are people of color. Additionally, 57% of our nonproduction employees and 50% of our nonproduction managers globally are women.*
To develop a more relevant and actionable perspective of our gender and race/ethnicity 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 June 30, 2024.}

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, referred to as the inclusion index. Our goal is parity across total company, women and people of color.

Building on our fiscal year 2020 baseline, in fiscal year 2024, 77% of women (-2%), 74% of people of color (-1%)  and 76% of total company (parity) felt a sense of inclusion at work.

^{* A composite score for a set of survey questions we ask our employees, benchmarked against industry and/or other norms}

DISCLOSURES

We believe transparency drives accountability and accelerates progress on our ambition to create a more sustainable and inclusive world.

IDEA

A leadership commitment to our teammates