We believe our values-based culture connects to our purpose and helps our people be the best versions of themselves, professionally and personally.  For Clorox, that’s why inclusion, diversity, equity, and allyship are cornerstones of our strategy — an approach we refer to as IDEA. 

Diverse teams that reflect the consumers we serve offer a wealth of unique experiences, perspectives, and ideas. They help us learn and adapt to the world around us while also making us more attuned to the needs of our consumers. Fostering an inclusive  environment allows people to be their best selves and do their best work.  We strive for our processes, programs, and opportunities to be fair and to provide equal possible outcomes for every person. We also stand for allyship, because we need every member of our team playing an active role to help achieve our purpose.

Our commitment to employee well-being includes supporting our people’s potential to thrive at work. We also recognize that an engaged and motivated workforce is essential to our success. That’s why we invest in our teammates’ professional development.  

We provide a suite of development programs globally to help them become effective leaders and grow in their career journeys:

• We offer seven mentoring programs designed to support the growth and development of our teammates.  

• We offer training and education for people managers to help them become effective coaches and leaders. And our Manager Central platform offer a one-stop shop for resources and job aids for them. 

• We offer training programs to all production and non-production teammates, accessible on demand. The Learn & Lead platform offers content in areas such as managing virtually, emotional intelligence and mental health.  

• In fiscal year 2023, we organized a global Career Week — five days packed with engaging content, panels, mentorship guidance and conversations to guide people on what it means to have a successful career at Clorox and actions they can take to achieve that. 

• We make it easier for teammates to explore new job opportunities by posting all roles below director level internally in an effort to increase transparency and support career growth at our company. 

• Our robust annual performance review process for all permanent employees provides feedback and coaching for our teammates in their professional journey and supports our leader succession planning processes to ensure a strong pipeline of talent for key roles. 

• We have an internal policy that provides clear guidance for nonproduction teammates to establish flexible work plans, in consultation with their managers, that will help them meet their personal and professional obligations.

We implement an ongoing listening strategy to gauge our teammates’ perceptions of Clorox as a place to work. In fiscal year 2024, we continued to have strong employee engagement of 82%, in line with the 50th percentile of Fortune 500 companies. Some of the areas of strength identified by teammates included a belief that Clorox is a good place to work, and provides work that is intrinsically motivating as well as opportunities for skill development and growth.