Inclusion, diversity, equity & allyship

We believe our values-based culture connects to our purpose and helps our people be the best versions of themselves, professionally and personally. This means building a diverse workplace where every person can feel respected, valued and fully able to participate in our Clorox community. It means leading by example, at every level within the company, everyone playing an active role, and having the courage and focus to continually challenge ourselves to do better. And it extends to our commitments outside of Clorox to help foster healthy and inclusive communities where everyone has equal opportunity to thrive.

A leadership commitment to our teammates

We aim to be a leader in inclusion, diversity, equity and allyship 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 and task forces across different 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 female 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 and targets as part of our IGNITE corporate strategy, focusing on the following areas where we can have the greatest impact:

  • Gender and ethnic pay equity — 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 thirdparty 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.
  • Gender and ethnic minority representation – 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, 31% of our 13 directors are people of color (vs. 18% Fortune 500 average) and 46% are women (vs. 27% Fortune 500 average.)
    • 20% of our 15 Clorox Executive Committee members are people of color and 47% 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 June 30, 2022.  

  • Inclusion index*– 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.

  • FY22 representation by Clorox job category: EEO-1 information submitted to the EEOC
  • Integrated annual report: Includes progress against our IDEA goals and other IDEA priorities

Educating through experiential training

We continue to expand experiential initiatives such as unconscious bias education and tools to empower our teammates to be the best versions of themselves.

  • Breaking Bias: Based on neuroscience, this programming aims to lessen the influence of bias in order to consider diverse perspectives and make better people- and business-related decisions.
  • Unconscious bias: Education that strives to help teammates better recognize, acknowledge and minimize any potential blind spots they may have.
  • Cups of Understanding: More than 1,500 teammates of different races, ethnicities, genders, gender identities/expressions, ages and religions, from the C-suite to recent college graduates, participate in ongoing conversations to engage in open dialogue about inclusion and diversity. We also launched a podcast meant to amplify our Cups of Understanding topics so more teammates have an opportunity to learn and grow.
  • Inclusive Leadership: Clorox leaders participated in sessions to deepen their awareness of beliefs, systems and behaviors that negatively impact workplace equity; learn new approaches to create and sustain an inclusive culture; and renew their own personal commitment and ability to build inclusivity through authentic, open dialogue.

Connecting through employee resource groups

Our employee resource groups are designed to help drive inclusion, diversity, equity and allyship within Clorox. With more than 3,000 members, ERGs aim to foster greater understanding of different perspectives and backgrounds through cultural events and panel discussions. These groups are an important forum for career mentorship and development and support to our local communities through regular volunteer activities. Some of our ERGs also help drive the business by serving as vital internal focus groups, inspiring product innovations, accelerating product placement plans and deepening our understanding of the multicultural consumer. Most of our ERGs began more than a decade ago, but new groups have formed over the years based on employee and business demand. We also established functional task forces and international committees to identify additional IDEA opportunities within our businesses and the regions where we operate.

Clorox ERGs:

  • CelebrAsia
  • diverseABILITY (disabilities)
  • HOLA (Hispanic/Latinx)
  • Interfaith Group
  • Mental Health Champions
  • NATIV (Native American, Tribal and Indigenous)
  • NexGen (millennial and Gen Z)
  • ORBIT (virtual workforce ERG)
  • Parents ERG
  • Pride (LGBTQ+)
  • SHOW (women)
  • VetNet (veterans)

Supporting equality and racial justice within our communities

Clorox has no tolerance for discrimination of any kind. We recognize that certain communities (including Blacks, Asian and others) still face a reality where systemic barriers prevent people from realizing their full potential. As a people-centered company committed to our values, we will fight for a fair and just world, one where there’s no question that Black Lives Matter and that everyone deserves to be treated fairly. We stand beside all our communities to confront the systemic racial injustices that have plagued our nation for generations.

We advocate for a more respectful and inclusive world beyond our walls. This includes:

  • Supporting Black-owned businesses in our communities
  • Engaging Black youth who represent our future
  • Working to accelerate access to criminal justice reform
  • Diversifying experience, gender and thought within our supplier base through our supplier diversity program and reporting progress in our integrated annual report
    • This program identifies, advocates and tracks our spending with minority, women, service-disabled and veteran-owned business enterprises as well as gay, lesbian, bisexual and transgender business owners in the U.S. and Puerto Rico. In fiscal year 2022, we spent $182 million with diverse suppliers, an increase of 21% from the previous year.
    • Clorox is an active member of the National Minority Supplier Development Council and Women’s Business Enterprise National Council, which are focused on advocating for supplier diversity in our industry.
  • Engaging with our business partners, as guided by our Business Partner Code of Conduct that encourages all those who do business with us — including direct suppliers of goods, service providers, consultants, distributors, licensees, joint ventures, contractors and temporary workers —  to demonstrate a commitment to building and maintaining a diverse workforce.

External recognition

We are proud that our strategic commitment to inclusion, diversity, equity and allyship has been recognized by a number of external organizations. Still, there’s more to do.