A Culture of Inclusion
Today’s global marketplace requires inclusive thinking and diverse, everyday leadership. For us, this means creating a culture where every Clorox employee feels a sense of belonging. It means building a workplace where every person feels respected and valued for his or her unique world view, experiences and thought processes. It means leading by example, at every level within the company, and encouraging each other to share ideas for winning in a multicultural environment.
Connecting Through Employee Resource Groups and Business Resource Groups
Our employee resource groups and business resource groups are designed to help drive inclusion and diversity within Clorox. With more than 2,000 members and allies, ERGs and BRGs 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.
Our ERGs and BRGs 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.
Clorox ERGs and BRGs:
- BELIEVE (Black ERG)
- CelebrAsia (Asian ERG)
- diverseABILITY (disabilities ERG)
- HOLA (Hispanic/Latino ERG)
- MENA (Middle East and North Africa ERG)
- Multicultural ERG
- Pride (LGBTQ ERG)
- SHOW (women ERG)
- VetNet (veterans ERG)
- NextGen (millennials BRG)
- ORBIT (virtual workforce BRG)
Our ERGs and BRGs have helped create an inclusive and diverse workplace that has been widely recognized by a number of external organizations.
A Leadership Commitment to Our Employees
To further advance an inclusive work environment for our employees, we launched a new inclusion and diversity strategy in recent years. As a public commitment that reflects this strategy, we signed the CEO Action for Diversity & Inclusion pledge, and expanded experiential initiatives such as a Day of Understanding and unconscious bias education and tools. The latter aims to lessen the influence of unconscious bias in order to consider diverse perspectives and make better people- and business-related decisions. During the Day of Understanding, hosted at five of our locations as well as virtually, hundreds of our employees of different races, ethnicities, genders, gender identities/expressions, ages and religions, from the C-suite to recent college graduates, joined the conversation to engage in open dialogue about inclusion and diversity. We also hosted the CEO Action “Check Your Blind Spots” tour bus at our Pleasanton, California, campus where employees were invited to experience diverse perspectives through virtual reality. We also set goals as part of our IGNITE corporate strategy to achieve our inclusion and gender and ethnic minority representation targets, as well as to ensure gender and ethnic pay equity. The latter is a continuation of our ongoing practice to conduct compensation reviews and pay gap audits, looking at a number of diversity variables, including gender and ethnicity.